Data Analyst

MUST HAVE EXPEREINCE WORKING WITH RIPPLING HRIS

The Purpose of Your Role

This role will initially focus on HR data migration, integration, reporting, and analytics to ensure a smooth adoption of the new HR and Payroll system, Rippling. Once complete, the analyst will transition into supporting broader departmental data needs, including reporting, dashboard creation and analytics for decision-making for the company as a whole.

Success Indicators/KPIs

Phase 1: HR Implementation

• Full investment and understanding of the Rippling platform and the system for reporting data and running all the reports available.

• System Reporting Readiness

  • Delivery of required HR reports/dashboards by go-live date

  • Turnaround time for HR ad-hoc data requests less than 3 days

• Process Documentation

  • Completion of data process guides, SOPs and report definitions for HR use by end of Phase 1

• Training and Feedback

  • HR leadership satisfaction score on reporting and analytics support (measured via feedback survey)

  • Provide adequate training to identified liaison in HR department by end of Phase 1

Phase 2: Broader Departmental Analytics

• Assist in creating key departmental and operational metrics that can be gathered efficiently, measured accurately and effectively, tracked automatically, and reported consistently for each department.

• Assist in creating a system to identify, track, and report on a monthly, quarterly, and annual basis departmental KPIs for each department

• Assist in determining repetitive tasks and ongoing needs to help systemize and automate tasks and data reporting needs

• Assist in quantifying department’s impact such as reduced reporting cycle time, improved forecast accuracy or cost avoidance

Core Competencies

• Bachelor’s degree in Data Analytics, Business, Information Systems, or a related field (or equivalent work experience)

• 2 years of experience as a data analyst with exposure to HR data and HRIS systems. Proficiency in HRIS platforms like Rippling or Paylocity strongly preferred

• Excel (advanced formulas, pivot tables), SQL, and one or more BI/visualization tools (Power BI, Tableau, Looker Studio) skills

• Experience with HR system implementation, data migration, or HRIS reporting

• Knowledge of HR processes across payroll, benefits, performance management and recruiting

• Excellent communication skills to translate complex data into actionable insights for non-technical stakeholders

• Ability to work independently, prioritize tasks and adapt to changing business needs

Core Responsibilities

Phase 1–HR Implementation Support

• Partner with HR to support integration into new HR system

• Develop and maintain HR-related reports, dashboards and data models (e.g. headcount, turnover, compliance)

• Collaborate with HR stakeholders to define reporting needs

• Document data processes and reporting standards to support long-term sustainability

Phase 2–Departmental Analytics Support

• Design, build, and maintain dashboards and visualizations in tools such as Excel, Power BI, and Looker Studio

• Assist with process automation and systemization across departments to improve efficiency

• Act as a liaison between business users and technical teams to ensure analytics solutions align with business goals

In person in South Jordan with the option to move to Orem when phase 1 is complete

Hours: Monday - Friday 8:00 - 5:00 pm

Disclaimer

OCD Anxiety Centers has not designed this job description to contain a comprehensive list of activities, duties, or responsibilities required of the employee. Furthermore, OCD Anxiety Centers reserves the right to change or assign new duties, responsibilities, and activities at any time, with or without notice.

Equal Employment Opportunity Commission (EEOC) statement

OCD Anxiety Centers is committed to providing equal opportunity for all employees and applicants without regard to race, color, religion, sex, national origin, age, marital status, sexual orientation, genetics, disability, political affiliation, personal appearance, family responsibilities, or any other legally protected class under federal, state, or local law. This applies to all aspects of employment, including recruitment, hiring, job assignments, promotions, working conditions, scheduling, benefits, wage and salary administration, disciplinary action, termination, and social, educational, and recreational programs.