Human Resources Analyst

Human Resources Analyst

Primary Purpose:
The Human Resources Analyst is responsible for analyzing and interpreting human resources data to support HR initiatives and improve workforce operations. This role involves conducting HR data analysis, preparing reports, and providing insights that aid in talent management, employee engagement, and organizational effectiveness. The HR Analyst collaborates closely with HR teams and other departments to implement data-driven solutions and improve HR practices.

Incumbents may be assigned to any level, based on their education, experience, and proficiency demonstrated in meeting the qualifications of the assigned class.
Human Resources Analyst II - Incumbents are fully competent to handle a wide range of professional-level HR duties with minimal supervision. They are expected to manage all defined areas of HR and review the work of other analysts for quality and compliance.
Senior Human Resources Analyst - Incumbents guide and mentor Analysts within a specialized area, overseeing and performing the most advanced and technical tasks. They have in-depth knowledge of unit operations, processes, procedures, and requirements, allowing them to independently assign, review, and ensure the accuracy, completeness, and compliance of others' work with established standards. In addition, incumbents are responsible for handling the most complex professional human resources functions. While their primary focus is in a specific area, they may also provide support across other areas as needed. Furthermore, incumbents contribute to the development of other Analysts and the broader Pacific community by sharing their expertise and providing training on relevant topics.

Essential Functions:
Data Analysis and Reporting:

• Collect, analyze, and report on HR-related data (e.g., turnover rates, headcount, employee engagement, and performance metrics).
  • Generates reports for assigned units on an as-needed basis
  
  
  
• Create and maintain HR dashboards and visualizations to track key HR metrics and trends.
• Identify trends, patterns, and insights to inform HR decision-making and strategic initiatives.
• Perform statistical analysis to evaluate HR programs, policies, and processes.
• Manages data in Applicant Tracking System: PeopleAdmin, by assigning user groups and troubleshooting access errors.
• Ensures data integrity in the HRIS system and makes updates accordingly while remaining in compliance with state and federal law.
• Analyzes incoming automated reports daily for data validation errors and makes corrections as needed.

Workforce Planning and Optimization:

• Assist with workforce planning by analyzing staffing needs, turnover data, and talent gaps.
• Support the development of talent strategies based on data-driven insights.
• Help identify areas for improvement in employee retention, recruitment strategies, and workforce efficiency.
• Investigate and solve a variety of HRIS errors related to timesheet approver access, Electronic Personnel Action Form (EPAF) access, and more.
• Collaborates with HR leadership to minimize bottlenecks and identify areas for streamlining.
• Assist and support the Director of HR Operations on special projects as needed.

HR Systems and Tools:

• Manage HR Service Delivery system daily requests.
• Collaborate closely with HR Business Partners for assigned units to manage the employee lifecycle from onboarding to offboarding procedures for staff, faculty, and temporary staff.
• Complete Electronic Personnel Action Form (EPAF) transactions for all employee changes.
  • Advises business managers on EPAF processing and troubleshooting transaction errors.
• Participates in the recruitment cycle by posting staff and faculty positions on the University career page. Makes updates to postings as needed.
  • Assists HR Business partner with application submission errors.
• Maintain and update HR information systems (HRIS), ensuring data accuracy and integrity.
• Utilize HR analytics tools and software (e.g., Ellucian Banner, PeopleAdmin, Managed Engine, Argos, etc.) to extract and analyze HR data.
• Support the integration of new HR technologies and tools as needed.

Ad-Hoc Projects and Research:

• Research HR trends, industry best practices, and competitor benchmarks.
• Support HR projects related to organizational development, employee relations, or process improvements.

Performs other related duties as assigned.

At the senior level, incumbents may guide staff in work procedures and may plan, direct, and review the work of assigned staff on a day-to-day or project basis within their area of specialty.
University of the Pacific recognizes that diversity, equity, and inclusion is foundational to the success of our valued students and employees. We prioritize policy and decision-making that demonstrates awareness of, and responsiveness to, the ways socio-cultural forces related to race, gender, ability, sexuality, socio-economic status, etc. impede or propel students, faculty and staff.

Minimum Qualifications:
Human Resources Analyst II

• Bachelor's Degree in Human Resources Management, Business Administration, Statistics, or a related field OR equivalent (i.e. Two (2) years of full-time experience in the same/similar position is equal to one (1) year of completed post-high school education coursework).
• Three (3) years of human resources experience in at least one or more areas of the following:
  • HR policies, employment regulations, and best practices.
  • Data analysis, reporting, and dashboard creation.
  • Working with HR systems such as PeopleAdmin, Banner, or similar HRIS.
  
  
  
• Two (2) years of work experience using Microsoft Excel.

Senior Human Resources Analyst

• Bachelor's Degree in Human Resources Management, Business Administration, Statistics, or a related field OR equivalent (i.e. Two (2) years of full-time experience in the same/similar position is equal to one (1) year of completed post-high school education coursework).
• Five (5) years of human resources work experience managing HR functions, policies, and employment regulations.
• Five (5) years of experience with HRIS, reporting tools, and data visualization platforms.
• Three (3) years of work experience using Microsoft Excel.

Preferred Qualifications:

• Bachelor's Degree in Business Administration, Human Resources, Statistics, or a related field.
• Master's Degree in Business Administration, Human Resources, Statistics, or related field preferred for Senior HR Analyst position.*
• Professional in Human Resources (PHR) or SHRM Certified Professional (SHRM-CP) certification.
• Knowledge of principles, practices, and techniques of human resources.
• Knowledge of classification, compensation, and benefit analysis techniques.
• Skills in technical and analytical reporting.
• Experience and sensitivity in working with people of diverse backgrounds and cultures.
• Demonstrated experience in advancing social justice, equity, and inclusion in a university setting.
• Ability to engage and integrate culturally responsive practices and knowledge in their work.

Physical Requirements:
The physical demands described here are representative but not definitive of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Duties require constant sitting and repetitive motion while using computer keyboard and phone. Frequent walking, standing and simple grasping. Occasional climbing stairs, walking across campus, stooping and reaching. Constant communication using both spoken and written means. May be required to lift up to 25 lbs.

Work Environment/Work Week/Travel:
Work performed in a typical office environment with the use of computer, phone and office equipment. Duties performed during standard business hours, additional time may be required to meet business needs or deadlines.

Hiring Range: $68,640.00 - $86,104.00 per year depending on experience level. We consider factors such as, but not limited to, scope and responsibilities of the position, candidate's qualifications, internal equity, as well as market and organizational considerations w

Background Check Statement:
All applicants who receive a conditional offer of employment are required to execute a release and authorization for a background screening.

AB 810 Misconduct Disclosure Requirement: University of the Pacific complies with California Assembly Bill 810, requiring candidates accepting conditional job offers to disclose any final administrative or judicial findings, ongoing proceedings, allegations, resignations under investigation, or appeals related to sexual harassment or misconduct within the past seven years.



To apply, visit https://pacific.peopleadmin.com/postings/29940

University of the Pacific is an affirmative action and equal opportunity employer dedicated to workforce diversity. In compliance with applicable law and its own policy, Pacific is committed to recruiting and retaining a diverse faculty and staff and does not discriminate in its hiring of faculty and staff, or in the provision of its employment benefits to its faculty and staff on the basis of race, color, religion, national origin, ancestry, age, genetic information, sex/gender, marital status, military and veteran status, sexual orientation, medical condition, pregnancy, gender identity, gender expression, or mental or physical disability.




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