Senior HR Data Analyst

Key Responsibilities HR Data Analytics and Reporting Collect, consolidate, analyze, and interpret HR data across recruitment, workforce planning, compensation and benefits, performance management, employee turnover, attendance, and learning and development. Develop, monitor, and report on key HR performance indicators (KPIs). Prepare regular analytical reports, dashboards, and presentations for management. Identify trends, risks, deviations, and opportunities for improvement through quantitative analysis. Conduct comparative analysis of HR metrics across departments and business units. Translate complex data into clear, actionable insights and recommendations. Workforce Planning and Forecasting Analyze current and future workforce requirements in line with business needs and organizational objectives. Develop workforce forecasts covering headcount, vacancies, recruitment requirements, and employee movements. Support workforce planning initiatives by assessing organizational changes, resource allocation, and workforce efficiency. Analyze workforce costs and provide input into annual HR budgeting and financial planning. Monitor approved headcount against actual workforce levels and identify variances. Compensation and Benefits Analytics Analyze salary structures, compensation packages, benefits, and other employee-related costs. Monitor payroll costs, salary budgets, and workforce expenditure across departments. Conduct analytical reviews of job grading structures, salary ranges, and internal pay equity. Identify salary discrepancies, market positioning gaps, and potential compensation-related risks. Prepare data-driven analyses to support salary reviews, promotions, and compensation decisions. Support market benchmarking and the evaluation of compensation competitiveness. Performance Management and Organizational Effectiveness Analyze performance management data and appraisal results across the organization. Monitor individual and departmental performance indicators and identify relevant trends. Evaluate performance rating distributions and identify potential inconsistencies or areas requiring further review. Analyze employee engagement, satisfaction, retention, and employee experience survey results. Assess the effectiveness of HR processes and recommend improvements based on analytical findings. Support the redesign and continuous improvement of performance management frameworks through data analysis. HR Data Management and Digitalization Ensure the accuracy, completeness, consistency, and reliability of HR data. Consolidate data from multiple sources, perform data cleansing, and prepare datasets for analysis. Develop and maintain automated HR reports and dashboards using relevant analytical tools. Identify opportunities to automate repetitive reporting activities and improve reporting efficiency. Establish and maintain consistent methodologies and standards for HR data reporting. Ensure the confidentiality and appropriate handling of sensitive employee information. Business Partnership and Strategic Support Collaborate with HR Business Partners to provide analytical insights aligned with business priorities. Support management decision-making by preparing evidence-based analyses, forecasts, and recommendations. Provide analytical input into HR strategy, annual workforce plans, and budget preparation. Evaluate the effectiveness and outcomes of HR initiatives against defined objectives. Identify workforce-related challenges and propose data-driven solutions. Present analytical findings and recommendations to relevant stakeholders in a clear and structured manner. Requirements Bachelor's degree in Human Resources, Business Analytics, Statistics, Finance, Economics, or a related field. Minimum of 5 years of relevant experience in HR analytics, data analysis, business intelligence, or HR reporting. Experience working with HR data in a large or complex organizational environment is an advantage. Advanced proficiency in Microsoft Excel, including complex formulas, PivotTables, and data analysis. Practical experience with Power BI or other data visualization and business intelligence tools. Knowledge of SQL or other data extraction and processing tools is an advantage. Understanding of HR metrics, workforce planning, compensation structures, and performance management processes. Strong analytical, numerical, and problem-solving skills. Ability to interpret complex datasets and translate findings into actionable business recommendations. Excellent attention to detail and data accuracy. Strong communication and presentation skills. Ability to handle confidential information with discretion and professionalism. Fluency in Azerbaijani and English. Required Competencies Analytical Thinking: Ability to interpret complex data, identify patterns, and draw meaningful conclusions. Business Acumen: Understanding of business priorities and their implications for workforce and HR decisions. Data Management: Ability to ensure data accuracy, consistency, and integrity. Problem-Solving: Ability to identify issues and develop evidence-based solutions. Communication and Presentation: Ability to communicate analytical findings effectively to technical and non-technical stakeholders. Attention to Detail: Commitment to accuracy and quality in data analysis and reporting. Confidentiality and Integrity: Ability to handle sensitive HR information responsibly. Continuous Improvement: Proactive identification of opportunities to improve HR reporting, analytics, and processes. Interested candidates can apply by filling out the form in the Apply for job button.