Data Analyst ,HRIS

About the Company

As one of the fastest-growing Independent Physician Associations in Southern California, Regal Medical Group, Lakeside Community Healthcare & Affiliated Doctors of Orange County, offers a fast-paced, exciting, welcoming, and supportive work environment. Opportunities abound, and enterprising, capable, focused people prosper with us. We promote teamwork, nurture learning, and encourage advancement for all of our employees. We want to see you excel, because we believe that your success is our success.

About the Role

The HR Data Analyst will play a vital role in supporting organizational efficiency, regulatory compliance, and improved service delivery for the HR, Member Services & PALS teams by collecting, analyzing, and interpreting data for actionable insights.

Responsibilities

The HR Data Analyst’s data reporting and analytics responsibilities involve creating and maintaining dashboards and reports to track key HR and workforce metrics, supporting labor modeling and process improvement, and facilitating collaboration across departments.

HR Dashboards and Reports

• HR dashboards should capture metrics such as headcount (current, by department, new joiners, terminations), workforce distribution, turnover rates (overall, by department, voluntary vs. involuntary), and trends over time.
• Reports might be scheduled monthly or produced ad hoc for leadership and business partners.
• Regular headcount reconciliation ensures the accuracy of position management and organizational structure records.

Labor Modeling and Market Analysis

• Labor modeling uses collected workforce and trend data to analyze staffing needs and plan for future requirements, which may include projecting turnover and tracking average tenure.
• Market compensation analysis involves researching market data to compare internal compensation against external benchmarks as requested.

Process Improvement & Cross-Departmental Support

• Data analysis helps identify inefficiencies and opportunities for automation within HR processes.
• The analyst ensures data alignment across HR, Member Services, and PALS, supporting interdepartmental initiatives and preventing duplicative efforts.

Training & Best Practices

• The HR Data Analyst is also responsible for training team members on data analysis tools, dashboard usage, and maintaining consistency in analytics processes.

Systems Optimization & Integration

• HRIS platforms (e.g., ADP) enable seamless integration with payroll, finance, and other business systems, which streamlines data flows and enhances workflow accuracy.
• Data extraction and validation are performed by combining HRIS system exports with Excel, allowing for efficient audits and reconciliations to maintain accurate headcount and organizational data.
• Collaborating with HRIS administrators and using system APIs supports automation in reporting and improvements in system integration, thereby reducing manual interventions and errors.
• System integrations ensure data consistency across HR, payroll, and finance, enabling better budget forecasting and workforce planning.

Excel & Visualization Tools

• Advanced Excel tools (pivot tables, conditional formulas, Power Query) empower analysts to prepare, transform, and analyze large, multi-source datasets for HR reporting.
• Visualization techniques—including charts, conditional formatting, and sparklines—simplify the presentation of complex HR data and highlight trends in headcount, turnover, and compensation.
• Excel’s flexibility allows for the consolidation of data from multiple HR systems, supporting efficient planning and reporting for HR leadership.
• Interactive dashboards built with Excel or integrated tools like Power BI facilitate clear communication of actionable insights to stakeholders.

The integration of HRIS systems and advanced Excel analytics elevates data accuracy, streamlines reporting, and strengthens workforce analysis for informed HR decision-making.

Collaboration & Support

• Partner with HR, Talent Acquisition to ensure consistent data usage and definitions.
• Provide data support for HR projects, including organizational changes, job architecture, and analytics initiatives.
• Maintain confidentiality and uphold data security standards at all times

Partnership and Data Consistency

• Collaborate with HR and Talent Acquisition teams to align on data definitions, usage, and reporting standards, ensuring everyone interprets and utilizes metrics uniformly across projects and initiatives.
• Establish cross-functional teams for HR analytics efforts like organizational change management, job architecture updates, and support for talent initiatives, leveraging input from multiple business areas.

HR Project Support and Analytics

• Provide analytical support for HR projects, ranging from organizational restructuring and succession planning to advanced analytics efforts (e.g., predictive modeling, engagement analysis).
• Assist in designing and implementing reporting solutions that integrate data from HRIS, recruitment, and performance systems, elevating the value of HR insights used for decision-making.

Data Security and Confidentiality

• Maintain strict confidentiality regarding all employee and HR data, in accordance with legal and organizational data protection policies.
• Apply best practices in data security, such as regular audits, secure access controls, and ongoing staff training on privacy standards and ethical data handling

Qualifications:

• Bachelor’s degree in Human Resources, Business, Data Analytics, or a related field
• At least 2–4 years of experience in HR reporting, HRIS analytics, or related data roles
• Advanced Excel skills required (pivot tables, formulas, charts, Power Query)
• Familiarity with HRIS platforms such as ADP
• Strong attention to detail, organizational skills, and the ability to manage multiple priorities
• Clear and professional communication skills, both written and verbal
• Exposure to position management, labor modeling, or workforce planning
• Knowledge of HR data structures, job classification, and compensation practices
• HRIP, SHRM-CP, or other relevant certification is a plus

Required Skills:

• To qualify for the HR Data Analyst role, candidates typically need a bachelor’s degree in human resources, business, analytics, or a related field.
• At least 2–4 years of relevant experience in HR reporting, HRIS analytics, or similar data roles
• Advanced Excel skills (such as pivot tables, formulas, charts, and Power Query) and familiarity with HRIS platforms (like ADP) are essential.
• Strong attention to detail, excellent organizational skills, and the ability to manage multiple priorities are crucial in this role.
• Clear and professional communication, both written and verbal, is required.
• Exposure to position management, labor modeling, or workforce planning is highly valued, along with knowledge of HR data structures, job classification, and compensation practices.
• Certifications such as HRIP, SHRM-CP, or other relevant designations are considered a plus, further demonstrating expertise in the HR analytics field

Pay range and compensation package

The pay range for this position at commencement of employment is expected to be between $30/hour and $33/hour; however, base pay offered may vary depending on multiple individualized factors, including market location, job-related knowledge, licensure, skills, and experience. The total compensation package for this position may also include other elements, including a sign-on bonus and discretionary awards, in addition to a full range of medical, financial, and/or other benefits (including 401(k) eligibility and various paid time off benefits, such as vacation, sick time, and parental leave), dependent on the position offered. Details of participation in these benefit plans will be provided to employees who receive an offer of employment. If hired, the employee will be in an “at-will positio,n” and the Company reserves the right to modify base salary (as well as any other discretionary payment or compensation program) at any time, including for reasons related to individual performance, Company or individual department/team performance, and market factors.

Equal Opportunity Statement

The employer will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of the LA City Fair Chance Initiative for Hiring Ordinance.

Our dedication to our staff is evident in our comprehensive benefits package. We offer a generous mixture of benefits, including many employer-paid options.

Health and Wellness:

• Employer-paid comprehensive medical, pharmacy, and dental for employees
• Vision insurance
• Zero co-payments for employed physician office visits
• Flexible Spending Account (FSA)
• Employer-Paid Life Insurance
• Employee Assistance Program (EAP)
• Behavioral Health Services

Savings and Retirement:

• 401 (k) Retirement Savings Plan
• Income Protection Insurance

Other Benefits:

• Vacation Time
• Company celebrations
• Employee Assistance Program
• Employee Referral Bonus
• Tuition Reimbursement
• License Renewal CEU Cost Reimbursement Program
• Business-casual working environment
• Sick days
• Paid holidays
• Mileage