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HR Metrics Analyst

Date: May 9, 2016
Reports to (Job Title): Assistant HR Director, Operations
Jobs Reporting (Job Titles): None

Main Campus


Department:  Human Resources



335 hr/wk

Primary Purpose

The HR Metrics Analyst is accountable for the design and delivery of meaningful HR analytics and insights in support of HR strategic initiatives and overall objectives.  The role is responsible for analyzing employee data (ensuring data is accurate) while translating data into clear, concise, information and insights for key stakeholders. The insights derived from this function will be used to support talent management decisions and assess HR program effectiveness.


Key Accountabilities:


Support the definition, creation and execution of talent management metrics

  • In collaboration with the HR leadership team, assist with the definition and creation of operational and talent management metrics and dashboards to measure department performance and key talent management trends (ie; HR excellence, Staff relations);
  • Employ strong consultative skills and business acumen to derive requirements for HR metrics to support workforce planning and strategic initiatives;
  • Gather data and prepare standard and ad-hoc reports, scorecards/dashboards, executive presentations and analyses on key HR metrics utilizing myHRinfo, external systems, Excel, Access, Word and PowerPoint;
  • Perform comprehensive analysis of HR talent management metrics across all functional areas while identifying trends and staying informed about issues pertinent to HR for enhanced decision making;
  • Support the Assistant HR Director, Operations with the development of relevant human capital metrics to ensure continuous alignment of the metrics framework with ongoing HR programs and organizational objectives;
  • Support HR’s relationship with Institutional Analysis and Planning (IAP department) and continue to assess ways to streamline and consolidate employee information;
  • Develop accurate graphs, reports, dashboards and presentations as required to convey complex information in an understandable and compelling manner.


Develop and maintain HR data and metrics standards;

  • Ensure compliance with HR Data Privacy and Protection Guidelines;
  • Promote consistent use of HR and employee data;
  • Identify data challenges and reconcile gaps/overlaps/contradictions within data sets while investigating methods for improving data collection and processes ensuring compliance with HR data quality standards and HR’s overall needs.


Support HR projects and HRMS implementations/updates

  • Provide subject matter expertise to ensure the development, update and deployment of technology will support HR’s strategic plan for analytics and data outcomes;
  • Provide support for the creation of key performance indicators for HR Projects and broader strategic initiatives;
  • Assist in the development and enhancement of reporting tools and functionality.


Design and execute employee surveys

  • Support the creation, execution and analysis of employee based surveys including but not limited to, HR satisfaction, employee engagement, exit and new hire surveys;
  • Research and analyze survey data to identify trends, uncover potential issues and work with HR leaders to develop recommendations;
  • Collate, analyze, manipulate, and interpret quantitative and qualitative data.


Support data integrity and quality initiatives

  • Identify opportunities to reduce duplication and errors and to ensure consistency in data;
  • Identifies causes of poor data quality and communicates findings to the Manager of HR Projects and Technology for resolution.

Position Requirements


Undergraduate degree in business or statistics or equivalent experience required with additional training or professional development in research/data methodology (quantitative and qualitative) and data analysis/reporting techniques.


A minimum of 3-5 years’ progressive experience in HR analytics and statistics, preferably in an academic environment. Core competences will include strong consultative skills with a customer mindset, advanced analytical, problem solving and organizational skills, excellent verbal and written communication skills, advanced reporting and problem solving skills.

This role requires the ability to work with a variety of systems and software tools to extract data and perform complex, cross functional analyses to identify trends for leadership consideration. Strong knowledge of reporting software and visual tools is required along with the ability to translate metrics requirements into insightful analyses and recommendations. 


A continuous improvement mindset and an exceptional customer service focus are critical for success along with exceptionally strong detail and problem solving skills.




MS Word Excel PowerPoint Other
Proficient (track changes, compare and merge files, table management, footnotes, technical documentation) ) Advanced (macros, pivot tables, v/h look-ups, scenarios, if and sum if statements) Proficient (creation of multi-level lists, charts, images, creation of master slides and dynamic presentations) HRMS Systems – relational databases preferably PeopleSoft >3 years. Reporting writing – tools such as Cognos/Impromptu, crystal reports, SQL, access >5 years

Nature and Scope

Interpersonal Skills:

Internally: Communicates and consults with employees in all groups and at all levels to support HR metrics and analytical requirements.  Strong interpersonal, consulting and data gathering skills are required.


Level of Responsibility:

This position is responsible for the design and execution of HR metrics, surveys, and analyses under the direction of the Assistant HR Director, Operations.

Decision-Making Authority:

Supports the build and design of a HR analytics framework; any work outside of the defined framework requires consultation with the Assistant HR Director, Operations. 

Physical and Sensory Demands:

Regular periods of prolonged concentration involved with data organization and complex analysis typically involving large data sets. 

Working Environment:

Minimal exposure to disagreeable conditions, typical of a position exposed to deadline pressures and accountability.