In the field of employee relations and benefits, human resource analysts collect data, prepare reports, and offer advice. Human resources, or HR, departments are found in almost every company and business, and they handle nearly every aspect of the employee-employer relationship. This can include, among other things, hiring practices, payroll and benefits decisions, and promotions and terminations. The focus on overarching data interpretation is what distinguishes an analyst from an ordinary administrator. An analyst looks at how well policies are working and how they align with the policies of other similar companies in the region or sector, where an administrator is usually in charge of setting and enforcing policies. Analysts are employed some large corporations to monitor daily operations and look for efficiencies. Typically, these professionals work for consulting firms and are hired on a project-by-project basis, typically for businesses that require periodic audits and reviews. Benefits, compensation, recruitment, and legal compliance are common focus areas for analysts in both capacities.
In general, what is the role of HR?
A human resource analyst typically collaborates closely with HR department personnel and staff to better understand and optimize processes and evaluation standards. These workers, also known as human resources specialists, can be entry-level or senior-level HR professionals with increasingly important responsibilities. Entry-level HR analysts may simply assist in the management and organization of employee files and other general office tasks, whereas more senior HR analysts may provide executive summaries and overviews of current trends, as well as make recommendations for future changes or adjustments.
Benefit Plans: Keeping an Eye on Them
Many employers offer a benefits package to their employees that includes things like health insurance, investment opportunities, and retirement or pension compensation. These costs can be significant depending on the size of the company and the age of its workforce. They’re critical for retaining and attracting top talent, but they can also be costly if not properly managed. Many analysts work on benefits packages in some capacity or another, looking for efficiencies and researching ways to reduce costs without negatively impacting employees.
Scales and Ranges of Compensation
Employee compensation is another common analyst responsibility. Pay scales, rate of salary increase, and bonus incentives are frequently evaluated, as are issues of income equality, which is defined as the difference in pay between the lowest and highest paid employees. Gender and age equality are usually taken into account as well. Analysts are usually just looking for data, but if they notice any problems or inconsistencies, they may be asked to suggest a few solutions. Because this type of HR work involves dealing with money, analysts often find it beneficial to have some financial knowledge or education.
Investigating Recruiting Methods
Another common sub-discipline within HR is recruitment, and analysts who specialize in this area typically spend the majority of their time evaluating a company’s hiring, interviewing, and job offer processes. Sometimes they want to know if the process is fair and legal, but more often they want to know if the company is being efficient and using the right tactics to attract the best clients.
Dispute Resolution and Legal Compliance
Human Resources is also responsible for resolving employee disputes and ensuring legal compliance, and analysts frequently examine this data. They’re often curious about how many complaints are filed each quarter, each period, or each year, as well as how long it takes to resolve them. The total cost of legal claims and employee disputes is usually included in this category as well.
How to Begin in the Field
Most people begin their careers in HR gaining a broad understanding of the field. Typically, this means they work as HR administrators or employees in a company. It’s also possible to take a more economic approach to analysis. These people are usually more interested in statistical methods and data sets that are based on numbers. People from both backgrounds typically start out as junior analysts, often in teams, and only later progress to more independent roles.
While not all human resource analysts are required to be certified in order to practice their profession, the majority choose to obtain formalized HR certifications, the requirements for which vary location. Analysts in many markets may also have the option of continuing their education and earning the Senior HR Certification (SHRC).