HR Data Analyst

reputed company - Who We Are: Serving members across all 50 states, reputed company is a member-focused cooperative that is proud to return profits to member-owners through high yields for checking accounts and deposit products, as well as competitive rates on our loans. We are a remote first employer with the majority of our employees residing in the upper Midwest. As an employer we foster collaboration and high performance to achieve excellence. We holistically care for and develop our employees to thrive personally and professionally. We are proud to share our success with our employees and those we serve. Connexus offers an Amazing Benefits package: • 25 days of paid time off and 10 paid holidays • 16 hours of paid Volunteer Time Off • 401K Retirement with up to 6% employer match • Excellent Health, Dental, Vision insurance, including multiple plan options • Health Savings Account with generous employer contributions • Employer paid Life insurance, Short-Term and Long-Term Disability • Tuition Reimbursement from $4,000 - $7,000 per calendar year • Robust Learning and Development program that includes an annual professional development stipend About the Role: The HR Data Analyst will partner with HR and business leaders to turn workforce data into insights that help inform decisions and improve the employee experience. This role will build and maintain dashboards, reports, and analytics that provide meaningful visibility into key workforce trends and metrics. They will evaluate data across the employee lifecycle, identify opportunities for improvement, and share recommendations that support organizational goals. In addition, they will help ensure data quality, streamline reporting processes, and expand the organization's use of people analytics. Responsibilities: HR Analytics Strategy, Reporting, & Dashboard Ownership • Lead the development, maintenance, and optimization of HR dashboards, scorecards, and automated reporting solutions that provide meaningful insights across the employee lifecycle. • Design, implement, and monitor key performance indicators (KPIs) related to talent acquisition, employee engagement, retention, learning and development, total rewards, and HR operations. • Ensure analytics solutions align with organizational priorities, strategic objectives, and the organization’s Employer of Choice commitment. • Develop data visualizations and reporting tools tailored to both technical and non-technical audiences, enabling leaders to make informed, data-driven decisions. Data Analysis & Strategic Insights • Conduct complex analyses of workforce data to identify trends, patterns, risks, and opportunities across all areas of Human Resources. • Apply advanced analytical techniques, statistical methods, and predictive modeling to solve complex HR business challenges and support strategic decision-making. • Translate ambiguous business questions into structured analytical approaches and actionable recommendations. • Research internal and external workforce trends, labor market conditions, and industry benchmarks to provide meaningful comparative insights. Employee Experience & Listening • Measure and monitor employee sentiment, engagement, and experience through surveys, listening strategies, and workforce feedback mechanisms. • Analyze employee lifecycle metrics to identify opportunities that strengthen attraction, engagement, development, and retention. • Partner with HR leaders to evaluate the effectiveness of employee programs, initiatives, and organizational strategies. Stakeholder Partnership & Consultation • Collaborate with HR, business leaders, Finance, and other stakeholders to define business needs, establish analytical priorities, and deliver impactful solutions. • Present findings, trends, and recommendations through compelling storytelling, visualizations, and executive-level presentations. • Serve as a trusted advisor and subject matter expert on workforce data, analytics methodologies, and KPI development. Data Governance, Process Improvement, & Compliance • Ensure the integrity, accuracy, and consistency of HR data through validation, auditing, and ongoing quality assurance practices. • Identify and implement opportunities to automate reporting, streamline workflows, and improve data management processes. • Maintain compliance with all applicable laws, regulations, privacy standards, and organizational policies related