HR Platforms Reporting

Northeastern University; Boston (MA); Hybrid; USD 88,000 - 124,000; Full time

Job summary

Northeastern University is seeking an HR Platforms Reporting & Data Analyst to join our HRIT team in a hybrid role on campus (Mon, Tue, Thurs, Fri on campus; Wed remote). You will support data analytics for Workday HCM, partnering with HR, Payroll, Finance, and college/division HR stakeholders to deliver accurate workforce insights.

The role focuses on developing and maintaining Workday reports, SQL queries, and other data solutions; analyzing datasets to identify trends, discrepancies, and data

Qualifications

• Bachelor's degree in Information Systems, Computer Science, Business, Human Resources, Data Analytics, or a related field required.

Responsibilities

• Partner with HR, Payroll, Finance, and college/division HR stakeholders to translate complex business requirements into accurate reporting and analytics.
• Develop, maintain, and enhance reports and queries using Workday HCM/Payroll, Prism, SQL, Excel, and other tools.
• Analyze and reconcile complex HR and Payroll datasets to identify trends, anomalies, and data integrity issues.
• Collaborate with HR Platforms Business Systems Analysts and technical partners on requirements, testing, and data issue resolution.
• Support occasional after-hours work during critical system activities, reporting deadlines, or operational needs.
• Provide advanced Excel-based analysis and data reconciliation to senior HR leadership and business partners.

Job description

HR Platforms Reporting & Data Analyst

About the Opportunity

Job Summary

To meet the challenges of the university's continued growth andexpansion, the HR Platforms (HRIT) team is looking for a qualifiedcandidate who will contribute to the support and data analytics ofWorkday HCM. This is a hybrid position; required to be ON CAMPUSMon, Tues, Thurs, Fri (Wed is remote).

The HR Platforms (HRIT) Reporting & Data Analyst serves as akey data and reporting resource within HR Platforms, partneringwith HR functional areas, Payroll, Finance, and college/division HRstakeholders to understand complex business requirements anddeliver accurate, meaningful workforce data and analytics.

This role requires a strong understanding of Workday HCM andPayroll business processes, particularly within the complexities ofa decentralized higher education environment with diverse employeepopulations, organizational structures, and businesspractices.

The Reporting & Data Analyst translates business needs intoeffective reporting and analytical solutions, developing andmaintaining Workday reports, SQL queries, and other data solutions.The role analyzes complex datasets to identify trends,discrepancies, anomalies, and data integrity issues; investigatesroot causes; and provides insights that support operational andstrategic decision-making.

This position also partners closely with HR Platforms BusinessSystems Analysts and other technical and functional teams to test,validate, and resolve data and reporting issues.

Success in this role requires strong analytical and problem-solvingskills, expert proficiency in Excel, proficiency in SQL, attentionto detail, and a naturally curious mindset. The successfulcandidate will be comfortable asking questions, challenging datathat does not appear correct, investigating complex issues, andtranslating analytical findings into clear, actionable informationfor both technical and non-technical audiences. The role requiressound judgment, initiative, strong customer service skills, and theability to manage multiple priorities and competing deadlines in ahigh-volume environment while maintaining confidentiality and thehighest standards of data integrity.

Minimum Qualifications

• Bachelor's degree in Information Systems, Computer Science,Business, Human Resources, Data Analytics, or a related fieldrequired.
• 3-5 years of progressive experience in HR data analytics, HRsystems, reporting, or a related field, with demonstratedexperience analyzing complex HR and payroll data.
• Strong understanding of Workday HCM and Payroll businessprocesses, including the ability to understand how transactions,business processes, organizational structures, compensation, time,absence, payroll, and employee lifecycle events impact downstreamdata and reporting.
• Experience with Workday reporting across HCM and Payroll,including developing, maintaining, interpreting, andtroubleshooting reports and identifying opportunities to improvereporting accuracy and effectiveness.
• Higher education HR and Payroll experience is stronglypreferred, with an understanding of the unique organizationalstructures, academic populations, employee types, appointments,positions, grants/funding, faculty/staff populations, and othercomplexities common to higher education.
• Expert proficiency in Microsoft Excel, including advancedformulas/functions, pivot tables, lookups, data cleansing,conditional logic, data validation, reconciliation, and analysis oflarge and complex datasets. Experience using Excel to identifytrends, anomalies, discrepancies, and data-quality issues is highlydesirable.
• Proficiency in SQL, with the ability to query, join, filter,aggregate, and analyze complex datasets across multiple tables anddata sources.
• Strong analytical and problem-solving skills, with a naturallycurious mindset and the ability to recognize when data does notmake sense and independently investigate the underlying issue, askinsightful questions, identify patterns and anomalies, determineroot causes, and translate findings into meaningful businessinsights.
• Demonstrated ability to work with large, complex, and sensitiveHR and Payroll datasets, ensuring data integrity, accuracy,completeness, consistency, and confidentiality.
• Experience with data reconciliation and validation, includingcomparing data across Workday and downstream systems, identifyingdiscrepancies, researching root causes, and partnering withfunctional and technical teams to resolve issues.
• Ability to translate complex HR and Payroll businessrequirements into meaningful reporting and data solutions,including gathering requirements, understanding the underlyingbusiness need, and recommending appropriate reporting or analyticalapproaches.
• Experience with data management, reporting governance,documentation, testing, and systems changes, including developingtest plans and test cases and validating the impact of systemchanges on data and reporting.
• Workday Prism Analytics experience preferred, particularlyexperience working with multiple data sources and complexdatasets.
• Experience with Cognos or other enterprise reporting/analyticstools preferred.
• Ability to interpret and communicate data clearly, translatingcomplex analysis and technical findings into concise, actionableinformation for HR leadership, functional partners, andnon-technical stakeholders.
• Strong attention to detail and commitment to data accuracy,with the ability to recognize when data does not make sense andindependently investigate the underlying issue.
• Strong customer-service and consulting mindset, with theability to understand customer needs, clarify ambiguous requests,provide thoughtful recommendations, and deliver high-qualityreporting and analytical solutions.
• Self-starter with strong initiative and sound judgment, capableof working independently while knowing when to elevate issues orengage appropriate technical and functional partners.
• Ability to manage multiple priorities in a high-volumeenvironment, organize work effectively, meet deadlines, and adaptto changing business and project requirements.
• Excellent written, verbal, and interpersonal communicationskills, with demonstrated ability to effectively communicate withtechnical and non-technical audiences at all levels of theorganization.
• Strong collaboration and relationship-building skills, with theability to partner effectively across HR, Payroll, HR Technology,IT, and other university functions.
• Demonstrated ability to handle confidential and sensitiveemployee, HR, and Payroll information with discretion and inaccordance with university policies and data-securityrequirements.
• Commitment to continuous improvement, with the ability toidentify opportunities to automate, simplify, improve data quality,and enhance the efficiency and effectiveness of HR reporting andanalytics.

Key Responsibilities & Accountabilities

• Partner with HR, Payroll, Finance, and college/division HR stakeholders to understand complex business requirements and translate data needs into accurate, sustainable reporting and analytical solutions.
• Develop, maintain, and enhance reports and queries using Workday HCM/Payroll, Prism, SQL, Excel, and other reporting and analytical tools.
• Analyze and reconcile complex HR and Payroll datasets to identify trends, anomalies, discrepancies, and data integrity issues and investigate root causes.
• Collaborate with HR Platforms Business Systems Analysts and other technical and functional partners on requirements, testing, validation, system changes, and resolution of data and reporting issues.
• To support the University's essential services and businessoperations, this position may occasionally be required to workout side of regular business hours, including during critical system activities, reporting deadlines, or other periods of operational need.

Reporting and Analytics

• Develop, maintain, and enhance Workday HCM and Payroll reports and SQL queries to meet complex HR, Payroll, operational, compliance, and business requirements.
• Analyze complex HR and Payroll data from Workday and other datasources to identify trends, anomalies, data-quality issues, andopportunities for process improvement.
• Serve as a reporting and data analytics subject matter expertfor HR and Payroll, providing expertise to troubleshoot reportingissues, investigate discrepancies, and determine root causes.
• Partner with HR and Payroll stakeholders to understand businessneeds and translate requirements into effective reporting andanalytical solutions, recommending the most appropriate reportingapproach or data source.
• Provide advanced Excel-based analysis and data reconciliation,including analyzing large datasets, identifying discrepancies,validating results, and developing meaningful insights for HRleadership and business partners.
• Develop and support ad-hoc and standardized reportingcapabilities that enable HR users and leadership to access timely,accurate, and actionable workforce information.
• Evaluate existing Workday reports and the report library toidentify opportunities to leverage, enhance, consolidate, or retireexisting reports and reduce redundant reporting.
• Establish and maintain reporting documentation, includingreport definitions, data sources, business logic, calculations,dependencies, and intended use to support consistency and knowledgesharing.
• Support reporting testing and validation associated withWorkday releases, system changes, integrations, and businessprocess changes, ensuring data and reporting outcomes remainaccurate.
• Develop, analyze, and deliver recurring workforce metrics andreporting packages, including quarterly metrics and other HRleadership reporting, ensuring accuracy, consistency, andmeaningful interpretation of results.
• Monitor and promote data quality and reporting integrity,partnering with HR, Payroll, and technical teams to research andresolve data discrepancies and reporting issues.
• Provide reporting guidance, training, and support to HR users,helping users understand available reporting capabilities,interpret report results, and use data appropriately fordecision-making.
• Serve as a resource for HR staff and leadership on Workdayreporting capabilities, including advising on report design, dataavailability, appropriate use of Workday data, and limitations ofreporting outputs.
• Identify opportunities to improve, automate, and streamlinereporting processes, leveraging Workday, SQL, Excel, Prism, Cognos,and other available technologies.

Data Integrity & Security

• Monitor, analyze, and validate HR and Payroll data acrossWorkday and related systems, developing and executing audit queriesto proactively identify data quality issues, anomalies, andinconsistencies.
• Reconcile HR and Payroll data across Workday, integrations, anddownstream systems, investigating discrepancies and partnering withfunctional and technical teams to identify root causes andimplement resolutions.
• Support data integrity audits, testing, and controls associatedwith HR systems, integrations, releases, and business processchanges, ensuring accurate, complete, and reliable data.
• Protect the confidentiality and security of sensitive HR andPayroll data, adhering to University policies and data governancestandards while identifying and escalating potential privacy,security, or access concerns.

Training/Communications

• Develop and deliver training to HR and Payroll users on Workdayreporting, data analysis, and related reporting tools andcapabilities.
• Develop, update, and maintain user guides, training materials,job aids, and other documentation to support effective andconsistent use of Workday reporting and analytics.
• Develop and maintain a centralized library of standard reportsand reporting documentation, including report purpose, datadefinitions, business logic, and intended use.
• Communicate reporting changes, new capabilities, and datainsights to HR stakeholders and provide guidance to help userseffectively interpret and utilize HR and Payroll data.

Position Type

Human Resources

Additional Information

Northeastern University considers factors such as candidate workexperience, education and skills when extending an offer.

Northeastern has a comprehensive benefits package for benefiteligible employees. This includes medical, vision, dental, paidtime off, tuition assistance, wellness & life, retirement- aswell as commuting & transportation. Visit https://hr.northeastern.edu/benefits/ for more information.

All qualified applicants are encouraged to apply and will receive consideration for employment without regard to race, religion, color, national origin, age, sex, sexual orientation, disabilitystatus, or any other characteristic protected by applicablelaw.

Compensation Grade/Pay Type:

111S

Expected Hiring Range:

$87,785.00 - $123,998.75

With the pay range(s) shown above, the starting salary will depend on several factors, which may include your education, experience,location, knowledge and expertise, and skills as well as a paycomparison to similarly-situated employees already in the role.Salary ranges are reviewed regularly and are subject to change.