What does a human resources analyst do?
A human resources (HR) analyst is an individual who collaborates with a company's HR staff members to identify and assist in solving HR-related issues. HR analysts must provide advice and support to numerous departments in the organization regarding HR policies and best practices. They assist the HR team in the moderation of operating policies, guidelines, and systems to encourage best practices in the company. HR analysts also review data of employees and job candidates while inputting them into the HR database.
Human resources analyst responsibilities
Here are examples of responsibilities from real human resources analyst resumes:
- Manage ADP implementation through completion.
- Lead overall Kronos implementation as in-house lead consultant.
- Manage annual affirmative action plan including ongoing tracking of EEO information and annual reporting.
- Manage leave-of-absence program and work with corporate benefits to administer FMLA notifications and assist with disability relate issues.
- Perform weekly quality audit checks for KRONOS to ensure update records are accurate and correct.
- Prepare written and electronic reports and presentations in PowerPoint.
- Complete EEO data collection and other annual reporting requirements.
- Establish a database for high-frequency skills require in the organization- SharePoint.
- Major responsibilities for position include entering I-9s into the e-Verify system.
- Prepare slides using Microsoft PowerPoint and present them at quarterly quality meetings.
- Maintain integrity of information enter into HRMS PeopleSoft application and troubleshoot user problems.
- Create a SharePoint site responsible for delivering change management communication to all employees.
- Develop and test classes/roles/permission lists, create user accounts and troubleshoot PeopleSoft security issues.
- Navigate through multiple complex HRIS computer systems to quickly identify and communicate information to associates.
- Maintain all Taleo system changes and upgrades, responsible for security configuration and coverage area set-up
Human resources analyst skills and personality traits
We calculated that 11% of Human Resources Analysts are proficient in HRIS, Customer Service, and PowerPoint. They’re also known for soft skills such as Analytical skills, Problem-solving skills, and Time-management skills.
We break down the percentage of Human Resources Analysts that have these skills listed on their resume here:
- HRIS, 11%
Provided project plans with high-level recommendations for improvement opportunities to the HRIS department and senior management teams.
- Customer Service, 8%
Handled escalated calls from customers using professionalism and excellent customer service skills to arrive at a prompt and accurate resolution.
- PowerPoint, 6%
Developed and delivered an actively engaging PowerPoint presentation to explain findings and present recommendation to key Visiting Angel staff.
- Data Analysis, 6%
Provided administrative oversight for all Disability Programs including FMLA, STD, and LTD utilizing electronic data analysis.
- Data Integrity, 4%
Conducted periodic, comprehensive audits and analysis of employee data, ensuring data integrity and making appropriate corrections/updates when necessary.
- Process Improvement, 4%
Developed a comprehensive set of metrics, including: synthesizing data, providing recommendations for process improvements with cost analysis.
"hris," "customer service," and "powerpoint" are among the most common skills that human resources analysts use at work. You can find even more human resources analyst responsibilities below, including:
Analytical skills. To carry out their duties, the most important skill for a human resources analyst to have is analytical skills. Their role and responsibilities require that "management analysts must be able to interpret information and use their findings to make proposals." Human resources analysts often use analytical skills in their day-to-day job, as shown by this real resume: "created and delivered executive level presentations to senior management using data visualization templates to highlight the performance of departmental initiatives. "
Problem-solving skills. Many human resources analyst duties rely on problem-solving skills. "management analysts must be able to think creatively to solve clients’ problems," so a human resources analyst will need this skill often in their role. This resume example is just one of many ways human resources analyst responsibilities rely on problem-solving skills: "managed data base, provided data analysis/reports and system solutions. "
Time-management skills. human resources analysts are also known for time-management skills, which are critical to their duties. You can see how this skill relates to human resources analyst responsibilities, because "management analysts often work under tight deadlines and must use their time efficiently to complete projects on schedule." A human resources analyst resume example shows how time-management skills is used in the workplace: "created different data entry profiles for the cross application time sheet (cats) for employees entering time data into cats. "
Communication skills. For certain human resources analyst responsibilities to be completed, the job requires competence in "communication skills." The day-to-day duties of a human resources analyst rely on this skill, as "management analysts must be able to convey information clearly in both writing and speaking." For example, this snippet was taken directly from a resume about how this skill applies to what human resources analysts do: "created a sharepoint site responsible for delivering change management communication to all employees. "
Interpersonal skills. A commonly-found skill in human resources analyst job descriptions, "interpersonal skills" is essential to what human resources analysts do. Human resources analyst responsibilities rely on this skill because "management analysts work with managers and other employees of the organizations for which they provide consulting services." You can also see how human resources analyst duties rely on interpersonal skills in this resume example: "provide excellent interpersonal, verbal and written communication skills with a customer service focus. "
The three companies that hire the most human resources analysts are:
- Guidehouse80 human resources analysts jobs
- Cengage Learning60 human resources analysts jobs
- Meta54 human resources analysts jobs
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Compare different human resources analysts
Human resources analyst vs. Staff analyst
Staff Analysts are employees who oversee the activities related to the employees. They monitor the performance of the employees and assess whether particular employees suit the role they have. They also assess the current roles in the company to see if those roles are really needed. Staff Analysts ensure that the manpower allocation in the company is efficient. They analyze staff-related data to check whether there are more areas for improvement. Staff Analysts may also be assigned to come up with projects related to improving productivity.
While similarities exist, there are also some differences between human resources analysts and staff analyst. For instance, human resources analyst responsibilities require skills such as "hris," "customer service," "powerpoint," and "data integrity." Whereas a staff analyst is skilled in "project management," "technical support," "windows," and "logistics." This is part of what separates the two careers.
Staff analysts really shine in the technology industry with an average salary of $107,444. Comparatively, human resources analysts tend to make the most money in the finance industry with an average salary of $80,923.The education levels that staff analysts earn slightly differ from human resources analysts. In particular, staff analysts are 1.4% less likely to graduate with a Master's Degree than a human resources analyst. Additionally, they're 1.0% more likely to earn a Doctoral Degree.Human resources analyst vs. Benefits analyst
A Benefits Analyst is responsible for administering and communicating benefit programs for an organization. They attract and retain employees through researching, recommending, and explaining benefit programs.
In addition to the difference in salary, there are some other key differences worth noting. For example, human resources analyst responsibilities are more likely to require skills like "performance management," "payroll system," "business process," and "visualization." Meanwhile, a benefits analyst has duties that require skills in areas such as "hr," "payroll," "rfp," and "plan design." These differences highlight just how different the day-to-day in each role looks.
Benefits analysts may earn a lower salary than human resources analysts, but benefits analysts earn the most pay in the professional industry with an average salary of $61,196. On the other hand, human resources analysts receive higher pay in the finance industry, where they earn an average salary of $80,923.In general, benefits analysts achieve lower levels of education than human resources analysts. They're 6.7% less likely to obtain a Master's Degree while being 1.0% less likely to earn a Doctoral Degree.What technology do you think will become more important and prevalent for human resources analysts in the next 3-5 years?
Denise Barton
Senior Professor of Human Resources, Wake Technical Community College
Human resources analyst vs. Human resources administration manager
A human resources administration manager performs multiple roles, one of which is to maintain and review all human resources, administrative systems, and procedures. They give guidance on HR to the office. They also oversee the development and monitoring of processes that involve recruiting and retention of individuals, compensation, benefits, training, and employee development. They essentially take charge of administrative functions.
Some important key differences between the two careers include a few of the skills necessary to fulfill the responsibilities of each. Some examples from human resources analyst resumes include skills like "customer service," "data analysis," "data integrity," and "process improvement," whereas a human resources administration manager is more likely to list skills in "process payroll," "disciplinary procedures," "financial statements," and "human resource functions. "
Human resources administration managers typically earn similar educational levels compared to human resources analysts. Specifically, they're 2.8% less likely to graduate with a Master's Degree, and 0.1% less likely to earn a Doctoral Degree.Human resources analyst vs. Senior human resources consultant
A senior human resources consultant specializes in recommending solutions to optimize a company's human resource operations. Their responsibilities typically revolve around performing research and analysis to identify the strengths and weaknesses of existing procedures, devising strategies to attain the best employment practices, and developing programs for the benefit of employees. They may also implement the company's policies and regulations, creating new ones as needed. Furthermore, as a senior human resources consultant, it is essential to lead and encourage junior consultants and managers to accomplish goals in adherence to the vision and mission of the company.
Even though a few skill sets overlap between human resources analysts and senior human resources consultants, there are some differences that are important to note. For one, a human resources analyst might have more use for skills like "customer service," "powerpoint," "data analysis," and "data integrity." Meanwhile, some responsibilities of senior human resources consultants require skills like "healthcare," "employee engagement," "workforce planning," and "payroll. "
Senior human resources consultants enjoy the best pay in the technology industry, with an average salary of $86,984. For comparison, human resources analysts earn the highest salary in the finance industry.In general, senior human resources consultants hold similar degree levels compared to human resources analysts. Senior human resources consultants are 4.0% more likely to earn their Master's Degree and 1.0% more likely to graduate with a Doctoral Degree.Types of human resources analyst
Updated January 8, 2025
