HR Workforce Analyst

Human Resources and Financial Analyst–Level 3

Overview:

The Human Resources and Finance Analyst supports the organization’s workforce analytics across both People Operations and Financial Operations. This has a 60% alignment to the Executive Vice President of Business and People Operations and a 40% alignment to Finance, reporting directly to the Financial Planning \& Analysis Manager.

This position is responsible for maintaining workforce analytics and reporting, supporting compensation and incentive programs, and contributing to workforce-related financial analysis. The role partners across People Operations and Finance to provide accurate data and insights related to headcount, benefits, and labor costs, while supporting budgeting, forecasting, and monthly

reporting activities.

This is an analytical role requiring strong attention to detail, financial acumen, and the ability to translate data into clear, actionable insights that support leadership decision-making.

Responsibilities:

• Maintain and enhance executive-level HR dashboards, workforce analytics, and KPI

reporting to support strategic decision-making

• Own workforce-related inputs to the annual budget, quarterly forecasts, and long-range

planning, including headcount, compensation, and benefits expense projections

• Partner with FP\&A to perform monthly variance analysis (actual vs. budget/forecast) for

headcount, compensation, benefits, and incentive programs; identify drivers and provide actionable insights

• Develop and maintain workforce financial models, including headcount planning,

productivity metrics, and cost-per-employee analysis

• Support monthly close processes by preparing workforce-related accruals, reconciliations,

and reporting packages in coordination with Finance

• Analyze benefits cost, utilization trends, and financial impact to inform budgeting,

forecasting, and cost optimization strategies

• Maintain and administer compensation models, including salary structures, merit planning,

and incentive compensation frameworks

• Oversee bonus, commission, and incentive calculations, including validation, accruals, and

payout reporting in partnership with Finance

• Evaluate and report on incentive program effectiveness and ROI, linking compensation

outcomes to business performance

• Support project-level financial tracking by assisting FP\&A with resource allocation, labor

cost analysis, and project variance reporting

• Build and maintain automated financial and operational reporting tools, improving

efficiency, accuracy, and scalability of analytics

• Perform scenario modeling and sensitivity analysis related to hiring plans, compensation

changes, and organizational restructuring

• Maintain accurate workforce metrics, including headcount, turnover, retention, productivity, and revenue per employee, ensuring alignment with financial reporting

• Serve as the data owner for HR systems and workforce data, ensuring integrity, consistency, and alignment with financial systems

• Support annual compensation planning cycles, including merit increases, promotions, and organizational changes, with financial impact analysis

• Partner with business leaders to provide insights on workforce trends, labor costs, and

performance drivers

• Assist in the preparation of executive-level reporting materials, including board

presentations and operating reviews

• Maintain documentation, internal controls, and audit support for compensation, benefits,

and workforce-related financial processes

• Identify and implement process improvements to enhance reporting accuracy, transparency,

and cycle times

• Support ad-hoc financial and operational analysis requests from FP\&A leadership and

executive teams

• Act as backup system administrator and power user for Planful, overseeing budgeting,

forecasting, and reporting activities by maintaining data integrity, managing user access, security and collaborating with Finance and IT to enhance functionality

Education and Experience:

• Bachelor's degree in finance, Business Analytics, HR, or related field preferred

• 5–8 years in HR analytics, compensation operations, FP\&A, or workforce planning

• Experience working with compensation models, bonus structures, or commission plans

Qualifications:

• Advanced Excel and financial modeling expertise required

• Strong analytical and quantitative problem-solving skills

• Experience maintaining compensation and incentive programs

• Understanding of staffing models, revenue drivers, and commission structures

• Familiarity with HRIS, payroll, and reporting systems

• Planful, HRIS/Paylocity, Costpoint, and Bullhorn are preferred

• Experience with dashboards or BI reporting tools preferred

• High attention to detail and data accuracy

• Operational discipline and process ownership mindset

• Ability to manage sensitive compensation data confidentially

• Strong project management and organizational skills

• Ability to translate analytics into executive-ready insights

• Comfort partnering with Finance and senior leadership