How to become A Human Resource Analyst

Every company that considers its people among its prized assets requires a consummate HR Analyst to help their HR Department optimise manpower management, resolve personnel issues and keep all the employees in a productive frame of mind.

•  HR Analyst
• Human Resource Information System (HRIS) Analyst

• HRIS Analyst

   

What do HR Analysts do?

An HR Analyst would typically need to:

• Collate, systematise and analyse HR performance metrics to make recommendations that help streamline organisational development best practises
• Collect data from HRIS and payroll outputs, management and employee surveys, exit interviews, employment records, government labour statistics, and competitors’ practises
• Analyse data and statistics on recruitment, hiring practises, motivation, turnover, and adherence to employment laws and regulations
• Administer and analyse the results of personality assessments such as MBTI and DISC
• Assist the HR manager in formulating hiring plans and budgets; help the HR department with staffing and recruiting
• Use project management methodologies to optimise and implement end-to-end hiring and support workforce transformation initiative
• Review and write job descriptions; conduct or assist with classification audits to confirm the proper classification of jobs as exempt/non-exempt
• Create an organisational database for essential high-frequency skills; implement training programs for recruits
• Calculate retention, mobility rates, and turnovers; propose more efficient internal surveys and human capital methodologies
• Regulate performance, leave-of-absence, corporate and compensation benefits, and disability-related review and evaluation methods
• Navigate through multiple complex HRIS systems to easily identify and communicate information to HR associates
• Ensure compliance with data privacy regulations and exemplary methodologies across the organisation
• Develop and implement organisational policies and procedures compliant with standard regulatory requirements; support data governance means
• Maintain HR data tools, reporting, and dashboards; ensure the accuracy and consistency of input data to preserve HR data integrity 
• Recommend short- and long-term institutional level goals, milestones, and benchmarks for key performance metrics
• Prepare and present customised reports and recommendations on improvement opportunities to the HR department and senior management

Generally, HR Analysts work in a temperature-controlled office at a desk and computer or from home, if remote work is possible. They may need to travel to attend training programs or consult with clients in different locations.

Most HR Analysts work full time during regular business hours. However, they may need to work beyond 40 hours/week to meet deadlines. Shifts and weekend work may form part of their schedule when employed by a company that stays open 24/7/365.

Finding a new job might seem challenging. HR Analysts can boost their job search by asking their network for referrals, contacting companies directly, using job search platforms, going to job fairs, leveraging social media, and inquiring at staffing agencies.

HR Analysts are generally employed by:

• Corporate Organisations In Engineering, Manufacturing, Banking/Finance, Retail, IT/Technology & Healthcare Sectors
• Public Sector Companies
• Voluntary Organisations

Professional associations and organisations, such as The International Association for Human Resources Information, are crucial for HR Analysts interested in pursuing professional development or connecting with like-minded professionals in their industry or occupation. Membership in one or more adds value to your resume while bolstering your credentials and qualifications.

• Health issues arising from the sedentary nature of the job, which requires sitting down at a desk for prolonged periods
• Massive and often stressful workload
• Significant experience and knowledge of specialised software essential prerequisites

Employers prefer HR Analysts who can claim at least three years of experience in job classification & compensation, recruitment, selection, training, employee benefits, and equal opportunity compliance.

Besides that, candidates with hands-on experience in statistical modelling, descriptive statistics, digital data visualisation tools such as Tableau or Power BI, and data management tools such as SQL are sure to catch the eye of prospective employers.

Reading about the profession and interviewing or shadowing experts working as HR Analysts will prove commitment to prospective employers.

Most HR Analysts have a bachelor’s degree in human resource management, business administration, economics, econometrics, social science, or industrial psychology. However, a smaller percentage choose to acquire a master’s degree in the above-mentioned subjects.

Online courses that can help you acquire the requisite knowledge without attending an actual classroom are becoming increasingly popular as a viable alternative.

Take note that familiarity with the operation of standard recruitment software and Applicant Tracking Systems will also help you stand out among your competition in the job market.

Focus on psychology, business studies, English, and a popular foreign language in high school to help you prepare for this profession. 

Certification demonstrates an HR Analyst’s competence in a skill set, typically through work experience, training, and passing an examination. 

Certification in human resource management and project management from an objective and reputed organisation can help you stand out in a competitive job market. Successful certification programs protect public welfare by incorporating a Code of Ethics.

Any time invested in obtaining the consistently popular Microsoft Office and Microsoft Excel Certifications will prove worth the while. In addition, MBTI (Myers-Briggs Type Indicator) and DISC (Dominance, Influence, Steadiness, and Conscientiousness) Certified Practitioners stand a better chance of obtaining a lucrative job.

Performance, experience, and the acquisition of professional qualifications drive the career progression of HR Analysts whose career paths may veer off in diverse directions. 

Most begin as Junior Analysts and progress to Senior Analysts or have been the case of late, to management positions.

It is also possible that you will become an HR Manager and eventually move into the HR Director role. Instances of horizontal career moves include posts such as Senior Human Resources Generalist or the more exclusive HRIS System Analyst or Manager.

Candidates with a bachelor’s degree in HR or business administration, desirable certifications, relevant work experience, and excellent interpersonal skills have the best job prospects.

Continuing professional development (CPD) will help an active HR Analyst build personal skills and proficiency through work-based learning, a professional activity, 

formal education, or self-directed learning. 

Significant experience and expertise in human resource procedures, HRIS systems, Applicant Tracking Systems and relevant data analytics will help you navigate the corporate career path with ease. CPD also helps with the regular renewal of desirable certifications. 

Pursuing a master’s degree in HR, business administration, or psychology should prove beneficial to career progression.

Traits That Shape An Impactful HR Personality

HR Analysts require excellent communication skills- both oral and verbal. Further, they require analytical and problem-solving abilities to deliver to their fullest potential. They need to make decisions on sensitive and confidential issues which require emotional maturity.

What Makes The Role So Attractive?

Are you a people person? Good at data analytics? Love to travel? Then a job as an HR Analyst is tailor-made for you. And the icing on this very delicious cake? The scope for professional growth and higher earnings. 

Potential Pros & Cons of Freelancing vs. Full-Time Employment

Freelancing HR Analysts have more flexible work schedules and locations. They have full ownership of the business and select their projects and clients. However, they experience inconsistent work and cash flow, which means more responsibility, effort, and risk.

On the other hand, a full-time HR Analyst has company-sponsored health benefits, insurance, and retirement plans. They have job security with a fixed, reliable source of income and guidance from their bosses. Yet, they may experience boredom due to a lack of flexibility, ownership, and variety.

When deciding between freelancing or being a full-time employee, consider the pros and cons to see what works best for you.

67.8% of all HR Analysts are women, while 27.7% are men.

Their superior emotional intelligence coupled with a well-honed analytical mindset makes an HR Analyst the key to hiring appropriate talent and developing diverse skill sets across an increasingly complex workplace environment.

“Human resources isn’t something we do; it is what runs our business”.

Steve Wynn