AI Native HR Data Analyst

• AI-Augmented Analysis: Use Claude and other AI tools to accelerate exploratory, draft and refine SQL/queries, identify trends across HRIS and workforce datasets, and validate findings before they reach leadership. Treat AI as a thinking partner that extends your perspective and capabilities, not a shortcut that replaces sound judgment.
• Workflow & Automation Design: Identify repetitive, manual reporting processes and redesign them as automated, sustainable workflows — reducing turnaround time and freeing capacity for higher-value analysis. Build with reusability in mind so workflows outlast any single request.
• Insight Engines, Not Just Reports: Move past static reporting toward systems that surface trends, anomalies, and "why" behind the numbers — proactively flagging issues in employee engagement, turnover, safety compliance, and workforce planning before they're asked about.
• Data Integrity and Management: Ensure accuracy, consistency, and completeness of HR data across HRIS, people management systems, and adjacent platforms. Conduct regular audits and build automated checks to catch discrepancies early.
• Dashboards Built to Last: Design clear, visually compelling, and low-maintenance dashboards and reports (Power BI, Tableau, Excel, and AI-assisted tooling) that non-technical stakeholders can actually use — and that don't break the moment a data source shifts.
• Cross-Functional Collaboration: Partner with HR, Compliance, Safety, Operations, Finance, and IT to understand reporting needs, align metrics to organizational goals, and translate ambiguous questions into concrete, buildable deliverables.
• Continuous Improvement: Identify smarter ways to collect, model, and communicate data, and take ownership of implementing those improvements rather than just flagging them.
• Special Projects: Contribute to experimental or exploratory initiatives — new metrics, predictive models, or AI tools — as assigned by leadership.

• Bachelor's degree in Human Resources, Business Analytics, Statistics, Data Science, or a related field.
• Proficiency in HRIS platforms and reporting/BI tools (e.g., Power BI, Tableau, Excel, SQL).
• Demonstrated comfort using AI tools (e.g., Claude, ChatGPT, Copilot) to support analysis, automate workflows, or accelerate reporting — and the judgment to know when to trust, verify, or override them.
• Strong critical thinking and problem-solving skills with the ability to interpret complex, sometimes messy data sets and translate findings into actionable insights.
• A builder's mindset: you'd rather design a repeatable workflow than repeat manual work.
• Genuine curiosity — you dig into anomalies instead of smoothing them over — paired with the creativity to present insights in ways that land with non-technical audiences.
• Excellent communication and presentation skills to convey insights effectively to HR, Safety, and Compliance leadership.
• Knowledge of HR metrics, workforce analytics, and compliance reporting.
• Ability to manage multiple priorities and work collaboratively across cross-functional teams.
• High attention to detail and an unwavering commitment to data accuracy.

WHAT WE PREFER YOU HAVE:

• Hands-on experience designing AI-assisted or automated reporting workflows (e.g., using Claude, Python, or low-code automation tools) in an HR or People Analytics context.
• 3 or more years of related experience.
• Experience with predictive analytics and HR data modeling.
• Familiarity with machine learning concepts and emerging HR technology trends.
• A track record of turning a one-off analysis request into a durable, self-serve tool or dashboard.
• Certification in HR analytics, data visualization, or AI/prompt engineering tools is a plus.