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The HR analyst plays a crucial role in collecting, structuring, analyzing, and reporting on HR
processes and data. In this article, we will discuss the key competencies for an HR analyst’s job,
4) HR analyst salary
5) HR analyst career path
tasks.
Quite a few organizations are looking for an HR analyst with predominantly soft skills. This makes
the analyst’s function pro le very similar to an HR business partner. Yet other organizations are
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really looking for a data analyst role. Be aware of this if you apply for such a job!
This also means that you very rarely see an analyst who is doing data analysis for 100% of their job.
A funny thing we’ve noticed is that the more ‘data’ is mentioned in the job title, the more data-
oriented the job usually is. Although there is no o cial job role, an HR analyst is usually less data-
oriented than an HR data analyst, who is again less data-oriented than an HR data scientist. The
1. Business acumen
Business acumen is becoming increasingly important for HR roles. The same holds true for the HR
analyst.
Before you analyze data, you need to know what project you will work on and how the data analysis
will impact the business. Business acumen is an essential skill for any analyst who is involved in
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The second skill is communication and consultation. Whether you’re spending most of your time
analyzing data or only very little, you need to talk to the business, manage stakeholders and their
3. Relationship management
As an analyst, it is key to manage relationships and stakeholders. Expectation management is a
requirement for analytics success. In addition, you need to keep the business involved in your
analytics project and keep them up to date in progress and potential setbacks.
4. HR Expertise
Whether you’re more on the business partner side of the analyst role, or crunching numbers every
single day, HR expertise is an essential skill. This expertise touches almost everything you do in your
job.
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5. Data analysis
The HR data analyst is involved in the basics of data-driven HR in the organization. For most
In order to accurately report on HR data, the analyst is involved in the aggregation of data,
Depending on the data maturity of the organization, these reports can be ad hoc. Ad hoc reporting
means that the information has to be manually retrieved from the systems for reporting and
analysis. This kind of data often needs to be cleansed as well – which may take a lot of time.
More mature organizations have automated this process. This makes reporting less time consuming
and the analyst can focus on analyses that add more value than basic reporting, like predictive
analyses.
Competencies required for this include a strong attention to detail and a strong drive to use data to
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HR data comes from HR systems, often referred to as the Human Resources Information System
(HRIS). These transactional systems contain most of the data that the HR analyst works with.
Implementing, maintaining, and updating these systems is part of the analyst’s responsibility.
awareness is essential to understanding where data is coming from and how cultural differences
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How to become an HR analyst
The standard requirement for an HR analyst position is domain experience in HR. HRM studies or a
background in industrial and organizational psychology are usually considered highly relevant.
these kinds of backgrounds bring a unique set of quantitative skills that most people with an HRM
background are missing. This background often requires complementary training in HRM practices.
Work experience in HR is always a pro and so is HRIS system experience. Additionally, relevant
experience with the tools and systems used by the organization also counts heavily in your favor.
A must-have skill is pro ciency in MS Excel. This is still used in most organizations and an
understanding of how to combine worksheets and analyze large amounts of data using Pivot Tables
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Difference between an HR data analyst and
HR business partner
We already hinted a few times about the similarities between the HR analyst and the HR business
partner’s job.
Where the analyst’s job focuses primarily on the collection, analysis, and reporting of data, the
business partner (BP) is more involved in communication with line managers and helping to solve
their HR related problems. In practice, the BP relies for 90% on soft skills, while the analyst relies just
This means that the HR BP is an internal consultant who helps the manager achieve business
objectives. Sometimes this work is very operational, sometimes it’s more tactical – but it is very
applied to the business. In case the BP and manager run into problems that can be solved using
The analyst helps to de ne the problem and leverages data to solve it using the skills described
previously.
Because the BP is increasingly trained in analytics and has to be able to interpret data to actively
advise managers, the roles become diffused and that’s why you sometimes will nd a company
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asking for an HR analyst while they are actually looking or a business partner.
The majority (50%) of employees have 1-4 years of experience. 24% has 5-9 years of experience.
This is also an indication of the increase in importance and prevalence of the analyst’s job – as the
job was almost non-existent 15 years ago.
The data-driven mindset of an analyst is increasingly popular and looked for in management
positions.
Career paths to becoming HR manager and HR director are available, as well as horizontal paths
towards (senior) Human Resources Generalist, or the more specialized Human Resources
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Information System Analyst and HRIS manager.
Tasks
Respond to HR data requests on an ad hoc basis by gathering, analyzing, and reporting relevant
data from various sources.
Maintain HR data integrity by ensuring accuracy and consistency of input data. Audit HR data
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Responsible for addressing a high volume of system-related activities in a timely fashion while
Requirements
Bachelor or master in HR, I/O psychology, economics, econometrics, social science or business
administration
X+ years of relevant HR experience
Wrap up
That’s it for the HR analyst. The role is very diverse and job descriptions between companies can
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If you want to learn more about some of the basic data skills to become an HR analyst, check the HR
Analyst Course at the HR Analytics Academy. In this course, you’ll learn how to report and analyze
HR data.
trainer on people analytics. Erik is instructor for the HR Analytics Academy and
has extensive experience in the application HR analytics. Contact Erik at
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