Hiring the right HR Analyst
for your organization

What does a HR Analyst do?

HR analysts are responsible for making sense of data and information using the company’s HR systems in place. Their ultimate objective is to make key strategic recommendations to management to drive change, anticipate trends and fix issues. HR analysts are typically operating within multinational companies within a dedicated HR department. Although the demand for HR analysts is increasing, the “Analyst” function is mostly shared between HR team leaders in organisations of smaller size.

Do not misunderstand Data Analysts with Data scientists, skilled in machine learning programming, mathematical modelling or regression analysis.

What does the future hold for HR Analysts?

Whether blended into generalist roles or as a standalone function, we can only expect demand for HR analytics to rise over the coming years. As organizations are getting onboard with HR systems and softwares, making sense of internal and external data have also become more complex. HR analysts shall operate as strategic advisors and tactical implementers to better support business decisions with data.

Yes, HR analysts will master the skill of collecting, structuring and analysing data on HR processes across the organization. To perform their jobs at their best level, HR analysts require fundamental skills at managing database, not only to prevent from data entry errors or human related omissions but also to consolidate large amount of datasets (Using tools such as Excel or PowerBI). HR analysts are no developers. Nonetheless, their toolbox will include basic programming language skills (most commonly used SQL) to connect and combine datasources.

Good, nice and reliable data doesn’t speak for itself. HR analyst shall be trained and developed to speak the same language as business line managers. Aside from visualization techniques, HR analysts require analytical skills to identify key areas of improvements and critical problems. To address solutions, they shall use story telling techniques to deliver compelling messages to their organization’s stakeholders.

Companies will invest further in HR analytics for a simple reason : performance. For example, organizations taking HR analytics seriously will be able to identify turnover patterns across the organization’s, analyse return on investment (ROI) for L&D programs, plan ahead compensation & benefits according to organisation structure and employee levels etc.


Career Development

This position is similar to

Human Resources Manager

Personnel Manager

Talent Manager

HR Operations Manager


 
 
 
 

How to succesfully hire a HR Analyst?

 
 


Create a job description with the desired competencies.

Make a list of the Competencies and Skills you are after and feature them prominently in your job offer. Basing your criteria on skills rather than experience will help you reach a larger talent pool.

Check skillset
 


Test your shortlisted candidates to check behavior fit.

Hiring assessments are great at spotting behavior traits and get an idea of how candidates will fit in your organization. They also help you to run better interviews with candidates.

Check assessments
 
 
 
 

Skillset of a HR Analyst

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★★★★ Proficient level required
 HR Systems  Applicant Tracking Systems (ATS) Learning Management System (LMS) HR technology SAP SuccessFactors Oracle HCM
Strategic future skill
★★★☆☆ Competent level required
 Analytical thinking  Identifying cause and effect relationships Gathering data

 Project management  Project Planning Project Estimation Stakeholder Management Project Management Gantt Charts Project Coordination Project cost management
Strategic future skill

 Change Management  Driving change and innovation Influencing others towards change
Strategic future skill

 Data visualization  Tableau Matplotlib Palantir Qlik Sense Metabase SAS SAP Analytics Power BI
Strategic future skill

 Communicating information  Asking the right questions Active Listening Influencing and persuading others Synthesizing information

 Business partnering  Business acumen Employee Relations Business partner
★★☆☆☆ Advanced Beginner level required

 Database  MySQL SQL MongoDB
Strategic future skill


Tips

A skills-based approach based on the lastest market data ensures you will look for future-proof candidates

By focusing on skills, not experience, you widen the potential talent pool to a larger set of individuals

Set realistic expectations: don't loose time looking for a "unicorn candidate" and move forward to behavior assessments. Unlike behaviors, skills are easy to be taught once they are clearly identified.

Terminology

Competency

Ability to solve complex business challenges. A competency is typically made of several interconnected sub-skills.

Skill

A hard skill or technical ability required to perform a task. Skills are more fine-grained than competencies and easier to be taught.

Behavior

A set of attitudes and soft skills expected of an individual to suceed in her/his position and organization.