HR Analytics Analyst - job 1 of 2

At Lucile Packard Children’s Hospital Stanford, we know world-renowned care begins with world-class caring. That's why we combine advanced technologies and breakthrough discoveries with family-centered care. It's why we provide our caregivers with continuing education and state-of-the-art facilities, like the newly remodeled Lucile Packard Children's Hospital Stanford. And it's why we need caring, committed people on our team - like you. Join us on our mission to heal humanity, one child and family at a time.

Job ID: P139141-1431

JOB SUMMARY

This paragraph summarizes the general nature, level and purpose of the job.

The HR Analytics Analyst advises and equips key stakeholders with human capital intelligence to inform real-time, accurate data that assists leadership in developing strategic solutions and decision-making. Applies best practice data analytic skills to guide decision-making, process improvement, understanding of financial drivers and budgeting, human capital consulting, including Diversity, Equity, & Inclusion (DE & I), resilience, wellbeing and a desire to bring world class analytical solution to organization's people strategies. Supports to develop the organization's overall ability to use Human Resource data in decision making to drive improved outcomes by supporting key initiatives with data analysis and insight generation.

ESSENTIAL FUNCTIONS

The essential functions listed are typical examples of work performed by positions in this job classification. They are not designed to contain or be interpreted as a comprehensive inventory of all duties, tasks, and responsibilities. Employees may also perform other duties as assigned.

Employees must abide by all Joint Commission Requirements including but not limited to sensitivity to cultural diversity, patient care, patient rights and ethical treatment, safety and security of physical environments, emergency management, teamwork, respect for others, participation in ongoing education and training, communication and adherence to safety and quality programs, sustaining compliance with National Patient Safety Goals, and licensure and health screenings.

Must perform all duties and responsibilities in accordance with the hospital's policies and procedures, including its Service Standards and its Code of Conduct.

• Provide data driven insights and analysis for all stages of the human capital lifecycle that is used for key decisions throughout the organization.
• Gathers, analyzes, summarizes and presents workforce/people data that informs and provides the business with meaningful, actionable insights.
• Leverages and analyzes both quantitative and qualitative data across the employee lifecycle - onboarding, recruiting, development, engagement, resilience, total rewards, and retention to make better, data-backed decisions around workforce needs.
• Identifies patterns and insights from people data to help optimize decision making. Analyzes large, complex, multi-dimensional data sets that will aid decision-making. Prepares reports and presentations for various audiences.
• Partners with HRIS team to leverage industry leading data visualization tools and storytelling strategies to translate data analysis into tangible business impact.
• Consults with key stakeholders to identify the desired outcome they are trying to drive with data, then advise them on the best methods to reach the outcome.
• Conducts research and analyzes external benchmarks for people metrics and key performance indicators that are linked to business goals and results including total rewards.
• Partners with HRIS to provide ad-hoc data analysis to support workforce related requests across the organization. Creates specifications for analysis, reports, visualizations and analysis that facilitate evidence-based business decisions.
• Performs complex data research and analysis to support business operations including creating statistical reporting, and data analysis methodologies to identify trends in large data sets. Develops and execute insights that inform decision making around our people, culture, and leadership
• Act as a professional guide for other HR team members in their data analytics journey; Guides team in the development of analytical models, data analysis, and insight generation to inform organizational initiatives and HR decisions.
• Creates and implements practices to measure and quantify effectiveness of Human Resource programs and overall organizational health.
• Provides the HR team and the organization with tools and training to increase self-service usage and champions the use of data in decision-making.
• Collaborate with the Access team and Digi-IS Analytics to develop dashboards and provide analytical support.
• Liaise with the Digi-IS Analytics group to perform deep analysis of data to provide insights into clinical and business aspects of programs.

MINIMUM QUALIFICATIONS

Any combination of education and experience that would likely provide the required knowledge, skills and abilities as well as possession of any required licenses or certifications is qualifying.

Education: Bachelor's degree in a work-related field/discipline (i.e. Statistics, Data Science, Computer Science, Finance) from an accredited college or university

Experience: Three (3) years of progressively responsible and directly related work experience

Licensure/Certification: None required.

KNOWLEDGE

These are the observable and measurable attributes and skills required to perform successfully the essential functions of the job and are generally demonstrated through qualifying experience, education or licensure/certification.

• Knowledge and experience using modern data visualization and analysis tools/languages to manipulate data at scale (e.g. Tableau, Visier, R, IBM Watson).
• Knowledge and experience in HRIS applications and leveraging HRIS data.
• Knowledge of the employee life cycle as it pertains to key people analytics and human capital analytics (e.g. turnover/retention, labor costs, engagement, Benefits, Compensation).
• Strong analytical skills with experience in modeling and reporting (advanced Excel skill), with proven ability to both design and audit data models and reports independently
• Knowledge and experience managing databases and utilizing data visualization tools
• Ability to tell stories with data, both quantitative and qualitative
• Ability to learn new software tools supporting data visualization, data mapping, and statistical analysis
• Ability to apply judgment and make sound decisions.
• Ability to foster effective working relationships and build consensus.
• Ability to maintain confidentiality of sensitive information.
• Ability to plan, organize, prioritize, work independently and meet deadlines.

PHYSICAL REQUIREMENTS

The Physical Requirements and Working Conditions in which the job is typically performed are available from the Occupational Health Department. Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions of the job.

Pay Range
Compensation is based on the level and requirements of the role.
Salary within our ranges may also be determined by your education, experience, knowledge, skills, location, and abilities, as required by the role, as well as internal equity and alignment with market data.
Typically, new team members join at the minimum to mid salary range.
Minimum to Midpoint Range (Hourly): $51.16 to $67.82

Stanford Medicine Children's Health (SMCH) strongly values diversity and is committed to equal opportunity and non-discrimination in all of its policies and practices, including the area of employment. Accordingly, SMCH does not discriminate against any person on the basis of race, color, sex, sexual orientation or gender identity, religion, age, national or ethnic origin, political beliefs, marital status, medical condition, genetic information, veteran status, or disability, or the perception of any of the above. People of all genders, members of all racial and ethnic groups, people with disabilities, and veterans are encouraged to apply. Qualified applicants with criminal convictions will be considered after an individualized assessment of the conviction and the job requirements, and where applicable, in compliance with the San Francisco Fair Chance Ordinance.