Title:  Human Resources and Compensation Analyst

SUMMARY OF POSITION:

Under the direction of the  Human Resources Director, USA, the Human Resources and Data Analyst (Analyst) is responsible for (i) collecting, compiling, and analyzing Human Resouces (HR) data, metrics, and statistics, and (ii) preparing reports and providing insights that support critical business decisions, including  HR Key Performance Indicators, report dashboards, and presentations needed to communicate results and communicate future needs to senior leadership. Work requires considerable independent judgment and initiative in combining a broad scope of professional personnel knowledge and sophisticated, analytical judgments in order to resolve a variety of complex, technical personnel problems.

• The Senior Analyst uses their expertise in analytics and reporting to (i) focus on HR-related metrics, operations, and processes, and (ii) analyze data to track and report on Bourns’ HR performance against established, internal goals.

• The Senior Analyst supports the HR team in developing Bourns HR data analytics and configuring the Company’s HRIS systems, databases, and applications. 

DUTIES AND ACCOUNTABILITIES:

Data Analytics:

1. Develop, analyze and ensure that HR ad-hoc, monthly, quarterly, and annual reporting is accurate and delivered on time.  HR reports include those related to recruiting effectiveness, Global employee headcount, employee engagement, employee turnover and demographics, accident and incident trends, compensation analyses. Continually improve reports based on senior executive feedback, leading to data tailored for specific business needs.
2. Analyze Global HR Expenses monthly to identify discrepancies, misallocated costs, and cost-saving opportunities. Provide monthly and quarterly updates to the Vice President of Human Resources.
3. Develop HR reporting templates to streamline data input processes and enhance accuracy, resulting in more reliable and precise reports for senior management.
4. Support the forecasting of annual plan expenditure for the HR department, collaborating with senior leadership to ensure accurate headcount and budget projections.
5. Provide analytical support to cross-functional departments to aid in business decisions. 
6. Support the development of meaningful metrics and measures to assess and evaluate the performance of the  HR Departments.
7. Collect and compile key HR metrics and data from various sources, including HR information systems (HRIS).
8. Generate reports from multiple HRIS modules and provide analysis to business users, HR team members, and Company leadership to identify business insights and areas for performance improvement.
9. Partner with Corporate IT and the Corporate HR team to support the HR function and business partners in documenting report requirements and designing, developing, and delivering HR-related reports.
10. Continually enhance existing HR reporting processes through automation and quality control to ensure data accuracy.
11. Monitor the effectiveness of HR reporting products, modify current reports, or operationalize new information and reporting methods as needed.
12. Identifies and recommends reasonable short- and long-term goals, milestones, and benchmarks for key performance metrics.
13. Design and maintain an HR dashboard.

HRIS:

14. Partner with Corporate IT and HR leadership in developing reporting systems in SuccessFactors – Employee Central to create and maintain standardized real-time dashboards displaying key performance metrics and insights for HR and business leaders in a visually appealing manner.
15. Perform regular reviews of SuccessFactors system updates to ensure data integrity and identify and correct discrepancies to maintain accurate employee data.
16. Create and implement training on standard reporting to existing and new users of the Bourns HRIS.
17. Develop, communicate, and maintain desktop procedures for all standard reports.
18. Provide support for assigned projects.

BASIC JOB REQUIREMENTS:

EDUCATION: 

Bachelor’s degree in Human Resources, Business, Statistics, Data Science or relevant field. 

TRAINING AND EXPERIENCE: 

1. 1. 1. Required Experience:
         1.  Four or more years of experience writing reports from databases and manipulating data with Microsoft Excel
         2.  Four or more years of experience developing presentations using PowerPoint
         3. Five or more years of experience in HR analytics
      2. Required Skills:
         1. Exhibits a strong work ethic, is detail-oriented, and has superior analytical and problem-solving skills.
         2. Can collect, organize, analyze, and disseminate significant amounts of information with close attention to detail and accuracy.
         3. Able to work independently and proactively while displaying tact and discretion in handling information.
         4. Has excellent organizational and time management skills and demonstrates the experience and judgment needed to work as a team member and as an individual contributor.
         5. Has strong interpersonal skills, with the ability to collaborate with cross-functional departments and teams and work with all staff levels.
         6. When faced with issues, can make decisions and develop a course of action.
         7. Exhibits flexibility and the ability to deal with ambiguity.
         8. Assess processes and make recommendations for improvement, and implement them.
         9. Advanced proficiency with Microsoft Excel (reporting, macros, pivot tables, charts) and Microsoft PowerPoint (creating graphics).
         10. Advanced proficiency in Microsoft Word, Microsoft Teams, and SharePoint.
         11. Advanced reporting writing in the SuccessFactors HRIS to support advanced data analysis and information requirements for company financial and Human Resources decision-making.   This includes developing and maintaining Human Resources Key Performance Indicators (KPI) scorecards.
      3. Preferred Experience and Skills:
         1. Expertise with HRIS Software, including, learning management modules and performance management modules.
         2. Previous SAP SuccessFactors Employee Central and compensation module experience desired.
         3. Corporate office experience dealing with compensation matters.

EQUIPMENT OPERATED:

General office equipment, including personal computers, fax machines, and copying equipment.

INTERPERSONAL SKILLS:

The Analyst must be customer service-oriented, be able to prioritize effectively, and possess excellent follow-up skills. 

ORAL:

The Analyst must be able to communicate orally in a clear and professional manner with all levels of employees, including executive management. 

WRITTEN: 

The Analyst must be able to communicate in a clear and professional manner with all levels of employees, including executive management. 

WORKING ENVIRONMENT:

General Office

HIRING RANGE:

$74,000 - $85,000 annually.