Corporate HR Analyst - Boston, MA

UG2; Boston (MA); On-site; USD 70,000 - 90,000; Full time

Job summary

UG2, a Boston-based provider of integrated facilities services, seeks a Corporate HR Analyst to own enterprise HR analytics and reporting. You will ensure data integrity across systems and translate workforce data into actionable insights for HR, Payroll, Finance, Operations, Legal, and executive leadership.

You will build dashboards and reports, validate data quality, and support compliance, process improvements, and governance initiatives across HR programs.

Qualifications

• Experience in HR analytics, HRIS reporting, or payroll/timekeeping reporting support.

Responsibilities

• Own and maintain enterprise HR reporting calendars and dashboards for HR leadership and stakeholders.
• Translate HR data into actionable insights for leadership in HR, Payroll, Finance, Operations, Legal and executive teams.
• Conduct ad hoc workforce analyses for strategic projects and workforce planning.
• Support data governance, compliance, and quality control across HR systems and processes.

Skills

HR analytics

HRIS reporting

data governance

data validation

Excel

Power BI

communication

project management

Education

Bachelor’s degree

5 years HR analytics experience

Tools

ADP Vantage

ADP Reporting

Workforce Manager

Job description

The Corporate HR Analyst serves as UG2’s centralized resource for HR reporting, HRIS, compliance, and data governance. This role owns enterprise HR analytics and reporting, ensures employee and organizational data integrity across systems, and translates workforce data into actionable insights for HR, Payroll, Finance, Operations, Legal, and executive leadership.

Job Responsibilities

HR Reporting, Analytics & Dashboards

• Own and maintain the national HR reporting calendar, including headcount, turnover, retention, onboarding, compliance, training, leave of absence, benefits, performance management, and HR service delivery metrics.
• Build, maintain, and distribute dashboards for HR leadership, Operations, and corporate stakeholders that provide visibility into workforce trends, staffing, retention, compliance, training, onboarding, benefits, leave activity, and HR service delivery.
• Create executive summaries, trend analyses, and actionable recommendations that convert HR data into practical follow-up items and decision support for leadership.
• Conduct ad hoc and strategic workforce analyses for special projects, RFPs, client transitions, acquisitions, startups, takeovers, union and non-union workforce reviews, market comparisons, and workforce planning.

HR Systems & Data Governance

• Serve as the primary HR reporting resource for ADP Vantage, ADP Reporting, ADP Documents, ADP Recruiting Management, Workforce Manager, and related HR systems.
• Develop standard report templates, report definitions, data dictionaries, report catalogs, and governance controls so HR, Payroll, Finance, Operations, Legal, and corporate leadership are working from one source of truth.
• Perform data validation and quality control reviews for HR transactions, employee records, manager hierarchy, job codes, departments, locations, FLSA alignment, system access, approval workflows, and reporting structures.
• Support ADP Vantage configuration, testing, reporting, workflow validation, system enhancements, document management, and related HR system initiatives.
• Partner with IT and vendor partners to resolve report defects, access issues, integration questions, system configuration issues, and data feed errors.

Compliance, Audit & Risk Monitoring

• Create and maintain compliance reporting and tracking tools for mandated training, labor law requirements, license and certification tracking, policy acknowledgments, wage notices, and other required HR activities.
• Prepare audit-ready HR and compliance reports for internal reviews, investigations, client requests, government requests, labor relations matters, legal inquiries, and leadership reviews.
• Monitor data trends, compliance risks, process defects, missing documentation, approaching deadlines, and recurring exceptions; recommend practical improvements that strengthen controls and reduce manual work.

Benefits, Leave & Workforce Programs

• Build and maintain dashboards and reports for leave of absence, benefits activity, Unum/Dovetail cases, leave trends, recertification patterns, benefits activation and deactivation timelines, and follow-up obligations.
• Support Benefits and Leave of Absence teams by identifying gaps, deadlines, missing documentation, recurring employee patterns, and operational follow-up needs.
• Provide reporting support for compensation planning, mid-year and year-end performance reviews, merit cycles, calibration, completion tracking, and leadership follow-up.

Process Improvement, Documentation & Training

• Prepare standard operating procedures, process maps, report instructions, user guides, training materials, and audit logs to support consistent HR system and reporting practices.
• Identify automation opportunities, reporting efficiencies, and process improvements that improve accuracy, reduce manual work, and support scalable HR operations.
• Deliver reporting training and guidance to HR team members and select business users so reports are pulled, interpreted, and distributed consistently.

Cross-Functional Partnership

• Serve as a liaison between HR, Payroll, Finance, Operations, Talent Acquisition, Benefits, Leave of Absence, Compliance, Legal, IT, and vendor partners to support reliable reporting and shared accountability.
• Support Employee Relations and HR leadership with data related to investigations, disciplinary actions, policy compliance, staffing trends, risk indicators, and workforce planning.
• Maintain a proactive stakeholder cadence to review reporting needs, dashboard usage, data quality issues, deadlines, and evolving HR priorities.

Key Interactions

• Vice President of People
• HR Leadership
• Corporate HR Team
• HR Business Partners
• Employee Services and Onboarding Teams
• Talent Acquisition Team
• Payroll, Finance, and IT
• Benefits and Leave of Absence Teams
• Compliance and Legal Teams
• Learning and Development
• Operational Stakeholders
• Regional and Account Leadership
• ADP, Workforce Manager, Dovetail, Unum, and other vendor partners
• Labor Relations and union-facing stakeholders
• Corporate Leadership

Supervisory Responsibilities

Individual contributor. This role bridges HR data, compliance, systems, and operational reporting, ensuring consistency across HR, Payroll, Finance, Operations, and corporate leadership. The position may coordinate cross-functional workstreams, train users, and lead project execution without direct reports.

Requirements

• Minimum of 3 to 5 years of experience in HR analytics, HRIS reporting, people operations, compliance support, payroll/timekeeping reporting support, or related HR administrative functions.
• Bachelor’s degree with a minimum of 3 years of relevant experience, advanced degree with at least 2 years of relevant experience, or a minimum of 5 years of relevant work experience in lieu of a degree.
• Hands‑on experience using ADP Vantage, ADP Reporting, ADP Documents, Workforce Manager, or comparable HRIS, reporting, document management, payroll, and timekeeping platforms preferred.
• Advanced Microsoft Excel skills required, including pivot tables, formulas, lookups, data validation, reconciliations, and large data‑set management; Power BI, Power Query, dashboard software, or data warehouse experience preferred.
• Experience creating dashboards, recurring reports, audit logs, data dictionaries, SOPs, process maps, user guides, and executive summaries.
• Working knowledge of multi‑state HR compliance, employment law fundamentals, confidentiality, and employee data privacy practices.
• Demonstrated ability to validate source data, identify exceptions, reconcile discrepancies, and resolve data quality issues with urgency and precision.
• Ability to translate reporting output into practical business insight for HR leaders, operators, and corporate stakeholders.
• Strong organizational skills and attention to detail; ability to manage confidential matters discreetly and meet recurring deadlines.
• Excellent communication, administrative, analytical, problem‑solving, and project management skills.
• Experience supporting union and non‑union environments, national operations, client‑specific requirements, or facilities services organizations preferred.
• Able to lift up to 25 pounds of weight.

About Ug2

UG2 is a leading provider of integrated facilities services, helping organizations create clean, safe, and high‑performing environments. Headquartered in Boston, Massachusetts, with regional offices across the United States, we partner with clients across a multitude of industries, delivering customized solutions that go beyond traditional facilities management.

At UG2, we believe people are the difference. Our approach combines operational excellence, innovative service delivery, and a strong commitment to equity, development, and long‑term partnerships. We invest in our teams, foster inclusive workplaces, and empower our employees to grow their careers while making a meaningful impact every day.

To learn more about careers at UG2, please visit: https://ug2.com/careers/

We are an equal opportunity employer and value diversity at our company. We do not discriminate based on race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.

Additional Requirements

UG2, LLC employees are expected to meet performance standards and adhere to company policies, rules, and procedures as outlined in the Employee Handbook or communicated by other means. This job description provides a general overview of the position's nature and responsibilities, which are subject to change, modification, and addition as required by management. Employees must follow supervisory instructions and may be asked to perform additional duties or engage in cross‑training to ensure departmental efficiency. It is important to note that this job description does not constitute an employment contract between UG2, LLC and its employees.

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