HR Analyst

Kamel Media; Philippines; Remote; PHP 4,122,497 - 5,594,817; Full time

Benefits offered by this job

Flexible working hours

Professional development opportunities

Cost savings compared to local hires

Job summary

A leading HR outsourcing firm in the Philippines is looking for a dedicated HR Analyst. This role involves building analytical dashboards, improving HR metrics, and understanding employee dynamics to drive business success. Candidates should be skilled in tools like Workday, Tableau, and Power BI, with strong communication abilities. Unique opportunities include significant cost savings and enhancing HR processes through data-driven insights. Join to transform HR analytics for better employee experiences and informed decision-making.

Qualifications

• Experience with HRIS platforms and data analysis.
• Strong communication skills to report findings.
• Understanding of predictive analytics for workforce planning.

Responsibilities

• Build dashboards for HR metrics and analysis.
• Support decision-making using analytical insights.
• Conduct regular workforce analytics and reporting.

Skills

Advanced Excel

Data visualization with Tableau

Communication skills

Statistical analysis

Understanding of HR metrics

Tools

Workday

BambooHR

ADP

Tableau

Power BI

Job description

Quality Dedicated Remote HR Analyst Staffing

Everything you need to know about hiring and managing offshore HR Analyst professionals for your team.

• HR Analysts boost productivity by 25% and cut attrition 50% 1
• Philippines talent knows Workday, BambooHR, ADP, Tableau, Power BI
• Cost savings enable better HR tech and employee experience programs
• Mature analytics programs save $1.96 million with 367% ROI 2
• Full-time analysts identify why top performers leave beyond compensation
• Remote analysts build dashboards executives actually use for decisions

You know that feeling when your HR metrics are telling one story, but you can’t quite figure out what’s actually happening beneath the surface? Maybe turnover is creeping up in certain departments, or your compensation benchmarks feel off, but you’re drowning in spreadsheets trying to connect the dots. Here’s the thing: great HR analysis isn’t just about collecting data. It’s about having someone who can dig into the numbers, spot the patterns, and translate all that information into insights you can actually use. And honestly, finding someone with that perfect blend of analytical skills and HR knowledge? That’s where things get tricky.

Why HR Analytics Makes Such a Difference

Look, we’ve all seen what happens when HR decisions are based on gut feelings instead of solid data. You end up with compensation structures that don’t quite work, benefits packages that miss the mark, or hiring processes that take forever without improving quality. A dedicated HR Analyst changes that entire dynamic. They’re the ones who can tell you why your best performers are leaving (spoiler: it’s rarely just about money), which recruiting channels actually bring in quality hires, and whether that expensive new benefits package is worth the investment.According to a 2025 HR Stacks report, organizations that use HR analytics strategically boost productivity by 25% and reduce employee attrition by 50%. 1 . But here’s what really matters: they turn your HR department from a cost center into a strategic partner that drives real business results.

The beauty of working with Philippines-based HR Analysts through KamelBPO is that you’re tapping into a talent pool that really gets it. These professionals aren’t just good with numbers. They understand international HR standards, they’re familiar with global compliance requirements like GDPR and various labor regulations, and they’ve worked with companies across the US, UK, Australia, and Canada. They know how to build dashboards in Tableau or Power BI that your executives will actually use. They’re comfortable pulling data from your HRIS, whether that’s Workday, BambooHR, or ADP, and they can create those monthly reports that keep everyone aligned. Plus, with the time zone overlap and strong English communication skills, they integrate seamlessly with your existing team.

Looking to hire a HR Analyst? Let's talk!

What Makes a Great HR Analyst (And Why They’re Hard to Find)

The challenge with finding good HR Analysts locally isn’t just about the technical skills, though those matter too. Sure, they need to know their way around Excel pivot tables and statistical analysis. But they also need to understand the human side of HR. What are the key capabilities you should look for?

• Advanced Excel and data visualization skills using tools like Tableau, Power BI, or even Google Data Studio
• Experience with HRIS platforms and the ability to extract, clean, and analyze complex datasets
• Understanding of key HR metrics like time-to-fill, cost-per-hire, turnover rates, and engagement scores
• Strong communication skills to present findings to both HR teams and executive leadership
• Knowledge of predictive analytics and how to build models for workforce planning

When you work with outsourced HR Analyst services through KamelBPO, you’re getting professionals who bring all these skills to the table. They’ve worked on everything from compensation analysis and benefits utilization studies to diversity metrics and succession planning models. And because they’re dedicated full-time employees, not contractors jumping between projects, they really get to know your organization’s unique dynamics and challenges.

Making the Numbers Work For You

Let’s talk about the financial side for a minute, because that’s usually where this conversation gets interesting. Hiring a qualified HR Analyst in major markets can easily run you $70,000 to $95,000 annually, and that’s before benefits and overhead. Through offshore HR Analyst teams in the Philippines, you’re looking at significant cost savings while actually improving your analytical capabilities.According to Second Talent’s 2025 HR analytics report, organizations with mature HR analytics programs achieve average annual savings of$1.96million and an ROI of367% within 24months. 2 . But it’s not just about the savings. It’s about what you can do with those resources. Maybe you invest in better HR technology, expand your learning and development programs, or finally tackle that employee experience initiative you’ve been planning.

The real value comes from having someone dedicated to making sense of your HR data full-time. No more pulling your HR generalists away from their core work to crunch numbers. No more waiting weeks for simple reports because everyone’s too busy. Your remote HR Analyst staff becomes an extension of your team, attending your meetings (virtually), understanding your culture, and proactively identifying opportunities for improvement. They’re not just running reports; they’re helping you understand why your sales team has higher engagement scores, what’s driving turnover in your customer service department, and which benefits are actually valued by your employees.

Getting started with an outsourced HR Analyst through KamelBPO is surprisingly straightforward. We handle all the recruitment, screening, and initial training, so you get someone who’s ready to hit the ground running with your specific tools and processes. Whether you need help building a comprehensive HR dashboard from scratch, conducting regular workforce analytics, or diving deep into specific issues like retention or productivity, having that dedicated analytical support transforms how you approach HR decisions. And honestly, once you experience what it’s like having real data insights at your fingertips, you’ll wonder how you ever managed without it. The best part? You’re not just getting reports and numbers. You’re getting a partner who helps you see the story behind the data and turn those insights into actions that actually move your business forward.

You save 54 % by outsourcing with KamelBPO

All costs shown are estimates and may vary based on specific requirements and market conditions.

All inclusive monthly cost with no hidden fees MORE DETAILS

FAQs for HR Analyst

HR Analysts in the Philippines are proficient in major HRIS platforms like Workday, SAP SuccessFactors, BambooHR, ADP Workforce Now, and Oracle HCM Cloud. They possess experience in system configuration, data management, report generation, and can quickly adapt to proprietary HR systems specific to each organization.

Outsourced HR Analysts from the Philippines are well-versed in US labor laws and compliance requirements, including EEOC reporting, FLSA regulations, ACA compliance, and state-specific employment laws. Staying updated on regulatory changes enables the preparation of accurate compliance reports, audit documentation, and maintaining proper record-keeping standards.

Skilled in advanced analytics tools, remote HR Analysts utilize Excel pivot tables and Power Query, Tableau, Power BI, and SPSS for workforce analytics. These analysts can create dashboards for turnover analysis, compensation benchmarking, diversity metrics, and predictive modeling for talent retention strategies.

Strict adherence to data privacy protocols aligned with GDPR and US privacy laws is followed by HR Analysts in the Philippines. Secure VPNs, encrypted file transfers, and role-based access controls are employed, ensuring confidentiality in handling sensitive information such as SSNs, salary data, and performance reviews while upholding professional confidentiality standards that match US corporate requirements.

Familiarity with US benefits structures is common among offshore HR Analysts, including 401(k) plans, health insurance options, FSA/HSA accounts, COBRA administration, and leave management under FMLA. Analysis of benefits utilization, benchmarking of compensation packages, and preparation of cost-benefit analyses for benefits program optimization are within their capabilities.

Metrics tracking is a key responsibility for Philippines-based HR Analysts, covering comprehensive aspects such as time-to-fill, cost-per-hire, employee net promoter scores, span of control ratios, and revenue per employee. Monthly scorecards are created, regression analysis for retention predictors is conducted, and KPI frameworks are developed to align with strategic HR objectives.

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