Senior HR Data Analytics Partner

Provider Careers at Bronson Medical Group; United States; On-site; USD 110,000 - 170,000; Full time

Job summary

Bronson Healthcare Group is seeking a Senior HR Data Analytics Partner to serve as an enterprise-wide analytical resource for Human Resources. Reporting to the Head of Total Rewards, you will transform complex workforce data into accurate insights and support all HR functions.

You will design and maintain Power BI dashboards, validate data, identify trends, and present executive-ready narratives to leaders. A strong background in HR analytics and cross-functional projects is required.

Qualifications

• Minimum a bachelor’s degree in a related field (data analytics, HR, finance, statistics, or healthcare).
• Minimum five years in data analytics, BI, HR analytics, or related field.
• Experience analyzing large datasets and translating findings into insights.
• Experience creating dashboards and visualizations with Power BI or similar tools.
• Experience coordinating complex cross-functional projects.

Responsibilities

• Collect, integrate, validate, and analyze data from multiple HR systems.
• Identify trends and risks, linking recruitment, retention, compensation, benefits, and learning.
• Develop HR metrics, KPIs, and dashboards; move from retrospective to predictive analytics.
• Create executive-ready narratives and presentations with data insights.
• Design and maintain Power BI dashboards and standardized reports.
• Ensure data accuracy, governance, and quality control across HR systems.

Skills

Data analytics

Business acumen

Communication

Project management

Executive presentations

Education

Bachelor’s degree in related field

Master’s degree preferred

Tools

Power BI

Job description

Location BHG Bronson Healthcare Group

Senior HR Data Analytics Partner

The Senior HR Data Analytics Partner serves as an enterprise‑wide analytical resource for Human Resources. Reporting to the Head of Total Rewards, this role supports all HR functions—including Benefits, Compensation, Retirement & Savings, HR Service Center, Talent Acquisition, Learning & Development, Employee Relations, HR Business Partners, and HRIS. This position transforms complex workforce data into accurate, meaningful, and actionable business intelligence. The analyst ensures the validity and reliability of HR data, interprets trends, identifies relationships, and develops fact‑based insights that help leaders understand what is happening, why it matters, and where action may be needed. Success requires strong analytical capability, business acumen, intellectual curiosity, exceptional collaboration, and disciplined follow‑through.

MINIMUM QUALIFICATIONS

• Bachelor’s degree in Data Analytics, Business Analytics, Human Resources, Finance, Economics, Statistics, Business Administration, Healthcare Administration, Information Systems, or related field required; Master’s degree preferred.
• Minimum of five years of progressively responsible experience in data analytics, business intelligence, HR analytics, project management, Finance, Human Resources, healthcare analytics, or related field.
• Demonstrated experience analyzing large and complex datasets, validating data, identifying data‑quality issues, and translating findings into meaningful business insights.
• Experience developing dashboards and visualizations using Power BI or comparable tools.
• Experience coordinating complex, cross‑functional projects.
• Experience working with senior leaders and developing executive‑level presentations preferred.
• Human Resources or healthcare experience strongly preferred.

KEY RESPONSIBILITIES

Enterprise HR Analytics

• Collect, integrate, validate, analyze, and interpret data from multiple HR systems and functions.
• Identify trends, relationships, risks, opportunities, and emerging workforce issues.
• Connect recruitment, retention, compensation, benefits, engagement, turnover, learning, and workforce demographics to develop a comprehensive view of workforce performance.
• Conduct trend, variance, comparative, and root‑cause analyses.
• Develop meaningful HR metrics, KPIs, benchmarks, and comparative analyses using internal and external data.
• Shift HR analytics from retrospective reporting toward predictive and forward‑looking workforce insights.
• Perform ad hoc analyses in response to emerging workforce and business questions.

Data Interpretation & Storytelling

• Convert complex datasets into concise, executive‑ready narratives.
• Develop presentations that combine data, visualizations, key findings, and implications.
• Identify the most important insights rather than simply presenting large volumes of data.
• Provide context so leaders understand the significance of trends and variances.
• Present alternative interpretations when data does not support a single conclusion.
• Tailor analytical presentations for HR leaders, operational leaders, senior executives, and other audiences.
• Use data storytelling to support informed decision‑making while avoiding unsupported conclusions.

Business Intelligence & Reporting

• Design, develop, and maintain Power BI dashboards and other analytical tools.
• Create executive and operational dashboards that provide timely visibility into critical workforce measures.
• Integrate information from multiple HR data sources into meaningful reporting.
• Develop standardized reporting templates, scorecards, and automated recurring reports.
• Improve access to HR information while maintaining appropriate data security.
• Partner with HRIS and IT to enhance data integration and reporting capabilities.
• Continuously evaluate opportunities to improve the efficiency, accuracy, and usefulness of HR reporting.

DATA INTEGRITY, VALIDATION & GOVERNANCE

• Ensure that HR data is accurate, credible, and appropriately interpreted.
• Establish processes to validate data before analysis or executive reporting.
• Reconcile information across HRIS, payroll, benefits, compensation, recruiting, learning, vendor, and financial systems.
• Identify discrepancies, anomalies, missing information, and inconsistent definitions.
• Partner with HRIS and HR functional leaders to resolve data‑quality issues.
• Establish standardized definitions for key HR measures and metrics.
• Document data sources, methodologies, assumptions, and limitations.
• Develop repeatable quality‑control procedures for recurring HR reports and dashboards.
• Distinguish clearly between facts, assumptions, correlations, and conclusions.
• Communicate when available data is insufficient to support a definitive conclusion.
• Maintain confidentiality and security of employee and workforce information.

FUNCTIONAL HR ANALYTICS SUPPORT

Benefits

• Analyze medical, pharmacy, dental, and other benefit utilization and cost trends.
• Evaluate employee and employer contributions, plan design modeling, affordability, and vendor performance.
• Identify emerging benefit cost drivers and assess financial impact of proposed benefit changes.

Compensation Support

• Market competitiveness analysis, salary structures, internal equity, pay compression, and compensation trends.
• Conduct workforce cost modeling, benchmarking, and financial impact assessments for proposed compensation changes.

Retirement

• Provide analytical support for 403(b), 401(k), and other retirement programs.
• Evaluate vendor performance, program changes, compliance‑related data, and plan modelling.

Talent Acquisition

• Analyze time‑to‑fill, time‑to‑start, vacancy rates, candidate pipelines, source effectiveness, recruiting costs, and offer acceptance.
• Evaluate hard‑to‑fill positions, new‑hire turnover, and recruitment trends by job family, location, and department.
• Support predictive analytics related to retirement, regrettable turnover, and long‑term vacancies.

HR Service Center

• Analyze inquiry volume, case types, response times, service‑level performance, repeat inquiries, escalations, and customer experience.
• Identify opportunities for self‑service, automation, and process improvement.

Learning & Development

• Evaluate program participation, completion rates, mandatory training compliance, leadership development, onboarding, and learning utilization.
• Assess program effectiveness and relationships between learning interventions and workforce outcomes.

Workforce & Employee Analytics

• Support analysis of headcount, FTE trends, turnover, retention, vacancy rates, workforce demographics, span of control, overtime, premium labor, contingent labor, absenteeism, engagement, productivity, succession, talent management, workforce planning, and labor costs.

Shift

First Shift Time Type Full time Scheduled Weekly Hours 40 Cost Center 1280 Human Resources (BHG)

Bronson Healthcare is a community‑owned, not‑for‑profit health system that has been serving southwest Michigan since 1900. Today, with a workforce of 9,000 people and 1,500 medical staff members, it is the area’s largest employer and leading healthcare system. Bronson provides care in virtually every specialty and offers a full range of services from primary care to critical care at more than 100 locations. Bronson’s exceptionally high quality standards enable us to do what’s right for our patients and their families. We are empowered as individuals and as teams, to apply our skills and experience so that every patient receives safe, timely and effective treatment. What’s more, our state‑of‑the‑art, technology and evidence‑based processes give us the tools we need to deliver the right care, at the right time. By putting each patient and their family at the center of our work, we demonstrate the dignity and respect we have for each individual we serve. This unwavering commitment to serving others combined with our unique healing environment helps make the patient experience here an exceptional one. The excellence and Positivity of our employees and medical staff has contributed to Bronson Healthcare being ranked by Forbes as one of America’s Best‑In‑State Employers (2022‑23), by Newsweek as one of America’s Greatest Workplaces for Women (2023) and by the National Association for Business Resources as one of the 2023 Top 101 Best and Brightest Companies to Work For.