Senior HR Data Analyst - Workforce Planning

The Senior HR Data Analyst leverages workforce and financial data to provide actionable insights to HR leadership and business teams, with a particular focus on headcount and workforce planning. This role is deeply collaborative, partnering with HRBPs, Finance, Business Operations, and business leaders to provide trusted data and analysis across compensation, hiring, attrition, and other workforce cost drivers.

By reconciling complex data, developing workforce forecasts and scenarios, identifying the drivers behind cost and headcount variances, and translating those findings into clear business implications, the Senior HR Data Analyst helps leaders better understand and actively manage workforce investment. Success in this role requires strong analytical, financial, and consultative skills; exceptional attention to detail; and the ability to independently investigate discrepancies, solve ambiguous data issues, and partner across functions to drive issues to resolution.

Key Responsibilities

• Partner directly with Finance, HRBPs, Business Operations, and business leaders to translate ambiguous workforce questions into structured analyses that support budget alignment, headcount allocation, and informed workforce decisions.
• Build headcount forecasts and workforce supply/demand scenario models using historical trends, attrition data, hiring pipelines, and other relevant workforce inputs to quantify the workforce cost impact of hiring, employee movement, and organization changes.
• Reconcile workforce, headcount, and cost data across HR, Finance, and other data sources; investigate discrepancies and variances, identify root causes, and clearly explain differences in definitions, timing, organizational hierarchy, or underlying source data.
• Serve as a subject matter expert on people and workforce planning data, tools, and resources; guide and consult with stakeholders in accessing, interpreting, and effectively using workforce planning information.
• Exercise sound judgment and ensure responsible handling and release of sensitive employee and compensation data, adhering to applicable data governance, privacy, and security standards.
• Use advanced Excel, Oracle reporting and analytics tools, and other relevant analytical technologies to reconcile data, automate repeatable analyses, build forecasts and scenarios, identify trends, and provide actionable workforce insights.
• Work independently to prioritize multiple requests and resolve complex data issues in a fast-paced, agile environment, demonstrating strong ownership, analytical rigor, attention to detail, and accountability.
• Proactively learn the business and identify emerging workforce cost, capacity, and talent risks and opportunities; partner with HRBPs and business leaders to determine where deeper analysis or intervention may be needed.

Preferred Qualifications