Data Analyst, Employee Service Center

About the team As an Employee Service Center (ESC) Data Analyst (P3) supporting the entire Employee Service & Operations team, you will be the analytical engine behind how the ESC understands performance, demand, and operational health. You will transform data from Workday, ServiceNow, and other sources into clear insights that improve employee support outcomes and inform resourcing and process decisions. You will monitor key metrics, investigate trends, and own core reporting and review cadences for the ESC. You will also analyze Workday transactions and HR Service Delivery workflows to uncover bottlenecks, protect data quality, and surface opportunities for automation and process improvement. Your work will directly impact the employee experience, operational efficiency, and leadership’s ability to make data-driven decisions. About the role Key Responsibilities include: Own the ESC reporting cadence. Design, build, and maintain dashboards and recurring reports (e.g., monthly reviews, QBRs) that translate raw data into narratives highlighting SLA performance, risks, and opportunities, and that showcase team impact to leadership. Monitor core ESC performance metrics. Track and interpret metrics such as resolution time, CSAT, ART, volume, backlog, and SLA adherence; identify trends, risks, and improvement opportunities; and recommend clear, data-backed actions. Support capacity and workload data analysis. Monitor project and centralization impacts to team capacity, and develop models of reporting/dashboards that inform staffing needs to support proactive resourcing decisions. Analyze Workday transactions and HRSD workflows end-to-end. Use data to identify bottlenecks (e.g., approval delays, late-effective transactions, completion before vs. after effective date) across key business processes, quantifying their impact and partnering with COEs to address root causes rather than only case-closure symptoms. Conduct deep-dive investigations on recurring issues and bottlenecks. Perform targeted analyses on patterns you see in the data (e.g., repeated escalations, process gaps, quality concerns), size the impact, and propose pragmatic, quick-win workflow enhancements; define success measures and track before/after impact. Partner with P&O on longer term workflow needs. Drive data-informed continuous improvement. Identify automation and self-service opportunities that improve agent efficiency and employee experience, and partner with stakeholders and other teams within the Employee Service & Operations team, and product/process owners to prioritize, size, and scope improvements using robust data. Support ESC and enterprise backlogs with strong analytics. Submit operational pain points and proposals into the ES&O backlog through established intake, supplying the data, trends, and impact analysis needed to inform prioritization and solution design. Partner on cross-functional programs and cyclical events. Collaborate with HRBPs, TA, Compensation, Payroll, IT, and other partners to provide the reporting, insights, and data quality checks needed to support cyclical HR programs, organizational changes, and onboarding. Protect and improve data quality. Proactively identify, analyze, and resolve bottlenecks in Workday business processes and transactions, ensuring root causes are addressed rather than focusing solely on downstream ticket or service request closure metrics. Audit HR transactions and data across Workday and ServiceNow, identify discrepancies and root causes, and recommend process or configuration changes that mitigate data risks and improve accuracy and timeliness. Analyze Workday transaction and approval flow performance to uncover and resolve underlying process inefficiencies, preventing recurring issues that may be obscured by service request closure timelines. Communicate insights clearly and accessibly. Build visuals and summaries that make complex data easy to interpret for both technical and non-technical audiences; tailor recommendations to the audience, from frontline leaders to senior stakeholders. Maintain confidentiality and integrity. Handle sensitive employee and candidate information with the highest level of integrity, discretion, and data stewardship. This role has been categorized as a Remote position. “Remote” employees do not have a permanent corporate office workplace and, instead, work from a physical location of their choice, which must be identified to the Company. U.S. employees may live in any of the 50 United States, with limited exceptions. In California, Connecticut, Maryland, Massachusetts, New Jersey, New York, Washington state, and Washington DC the standard base pay range for this role is $83,200.00 - $132,800.00 annually. This base pay range is specific to these locations and may not be applicable to other locations. In Colorado, Hawaii, Illinois, Minnesota, Nevada, Ohio, Rhode Island, and Vermont the standard base pay range for this role is $79,000.00 - $126,200.00 annually.