Senior HR Strategy & Analytics Analyst

Cameron LNG; Houston (TX); On-site; USD 110,000 - 160,000; Full time

Job summary

Cameron LNG in the United States is seeking a Senior HR Strategy & Analytics Analyst to transform workforce and organizational data into strategic insights. The role spans analytics, planning, project management, and AI-enabled solutions, located in Hackberry, LA / Houston, TX. TWIC is required.

The position supports HR priorities across compensation, engagement, and organizational effectiveness. The analyst will develop dashboards, budgets, and five-year plans, partnering with HR, FP&A, and

Qualifications

• Bachelor's degree in a related field required.
• Master's degree or professional certification preferred.
• Minimum five years of HR analytics, workforce planning, or related experience.
• Experience delivering executive-level dashboards and analyses for leadership.

Responsibilities

• Provide data-driven insights for workforce priorities, risks, and business impact.
• Develop and maintain workforce analytics, dashboards, and executive presentations.
• Analyze workforce, compensation, budgeting, forecasting, and cost variance.
• Translate complex data into clear narratives for technical and non-technical audiences.
• Support annual workforce planning, budgeting, and five-year planning with cross-functional partners.
• Maintain planning assumptions and models including attrition, hiring, and market adjustments.
• Reconcile workforce data across HR and Finance and strengthen governance.

Skills

PowerPoint

Excel

Power BI

Tableau

Workforce analytics

Generative AI

Communication

Project management

Stakeholder management

Data visualization

Education

Bachelor's degree in HR / Business / Analytics

Master's degree or certification in HR/analytics/project management

Tools

ADP Workforce Now

Workday

Oracle HCM

SAP SuccessFactors

Job description

Primary Purpose

The Senior HR Strategy & Analytics Analyst supports the Human Resources function by transforming workforce, organizational, compensation, and business data into insights, plans, and solutions that drive effective decision-making and execution of strategic priorities. The role serves as a flexible resource across Human Resources, providing analytical, planning, project management, communication, and implementation support for workforce planning, recruiting, benefits, compensation, employee engagement, talent development, organizational effectiveness, HR operations, and business planning. The position also advances technology, automation, and responsible AI-enabled solutions that improve efficiency, strengthen reporting capabilities, and enhance employee and manager experiences.

Primary Purpose

The Senior HR Strategy & Analytics Analyst supports the Human Resources function by transforming workforce, organizational, compensation, and business data into insights, plans, and solutions that drive effective decision-making and execution of strategic priorities. The role serves as a flexible resource across Human Resources, providing analytical, planning, project management, communication, and implementation support for workforce planning, recruiting, benefits, compensation, employee engagement, talent development, organizational effectiveness, HR operations, and business planning. The position also advances technology, automation, and responsible AI-enabled solutions that improve efficiency, strengthen reporting capabilities, and enhance employee and manager experiences. This position is located in Hackberry, LA / Houston, TX. Transportation Worker Identification Credential (TWIC) is required.

Responsibilities/Duties

• Provide data-driven insights, recommendations, and decision-support materials that help leaders evaluate workforce priorities, organizational risks, resource needs, and business impacts.
• Develop and maintain workforce analytics, dashboards, scorecards, reports, and executive presentations for HR, leadership, committee, and Board discussions.
• Analyze workforce, talent, compensation, workforce cost, recruiting, retention, overtime, and organizational data to identify trends, root causes, risks, and opportunities.
• Translate complex data into clear business narratives, visual presentations, key messages, and practical recommendations for technical and non-technical audiences.
• Support annual workforce planning, workforce budgeting, monthly workforce cost forecasting, accrual analysis, variance reporting, and five-year planning in partnership with HR, FP&A, Accounting, and business leaders.
• Maintain workforce planning assumptions and models, including approved positions, vacancies, hiring timing, attrition, promotions, market adjustments, incentives, overtime, and organizational changes.
• Reconcile workforce, position, and workforce cost information across HR and Finance sources; investigate differences and strengthen documentation, controls, and forecast accuracy.
• Provide analytical, project management, and implementation support across HR priorities, including recruiting, benefits, compensation, employee engagement, talent development, succession planning, organizational effectiveness, and HR operations.
• Develop project plans, implementation roadmaps, business cases, timelines, risk and action trackers, leader toolkits, employee communications, FAQs, and change-management materials for HR initiatives.
• Support recruiting and talent decisions through workforce demand analysis, recruiting metrics, talent pipeline reporting, retention analysis, and assessment of current and future capability needs.
• Support employee engagement, talent management, leadership development, and organizational effectiveness initiatives through survey analysis, workforce insights, progress reporting, and implementation support.
• Support compensation administration through reporting, market pricing, benchmarking, salary survey participation, job description review, annual compensation planning, and compensation data validation.
• Cross-train with the Manager, Compensation and maintain current process documentation to provide backup coverage for critical compensation activities in accordance with established governance, controls, confidentiality, and decision authority.
• Identify and implement opportunities to improve HR processes through workflow redesign, reporting automation, technology enhancements, analytics, and responsible AI-enabled solutions.
• Develop approved AI-enabled prompts, templates, standard work, and knowledge resources that improve consistency and productivity while maintaining human review, confidentiality, data privacy, and records-management requirements.
• Support HR system enhancements, functional testing, reporting improvements, issue resolution, user adoption, and transition from manual spreadsheets to scalable reporting solutions.
• Maintain accurate workforce, position, job description, organization, and compensation data; establish clear definitions and documentation and perform periodic validation and audits.
• Protect sensitive employee, compensation, and organizational information and comply with company policies, internal controls, and applicable data governance requirements.
• Assist Payroll Administrator with payroll processing once a quarter or as needed.
• Support organizational change, cross-functional business initiatives, and other strategic projects as assigned.

Education

• Bachelor's degree in Human Resources, Business Administration, Finance, Economics, Statistics, Data Analytics, Information Systems, Organizational Development, or a related field required.
• Master's degree or relevant professional certification in Human Resources, analytics, workforce planning, project management, change management, or technology preferred.

Experience

• Minimum of five (5) years of progressive experience in HR analytics, workforce planning, compensation analysis, HR reporting, financial analysis, HRIS, organizational effectiveness, project management, or a related discipline.
• Experience developing executive-level PowerPoint presentations, dashboards, business cases, and analytical materials for leadership audiences.
• Experience supporting workforce planning, workforce budgeting, monthly forecasting, accrual analysis, long-range planning, or workforce cost variance analysis preferred.
• Experience supporting compensation benchmarking, market pricing, salary surveys, annual compensation processes, and compensation reporting preferred.
• Experience supporting cross-functional HR initiatives and converting strategic priorities into practical implementation plans and communication tools.
• Experience using analytics, business intelligence, automation, technology, or AI-enabled tools to improve processes and decision-making preferred.
• Experience with HRIS platforms such as ADP Workforce Now, Workday, Oracle HCM, SAP SuccessFactors, or similar systems preferred.

Skills/Knowledge/Abilities

• Advanced proficiency in Microsoft PowerPoint, including executive storyline development, presentation design, and clear visualization of complex information.
• Advanced proficiency in Microsoft Excel, including PivotTables, Power Query, Power Pivot, XLOOKUP, charting, dashboard development, and data modeling.
• Experience with Power BI, Tableau, or similar business intelligence and data visualization tools preferred.
• Strong knowledge of workforce analytics, HR metrics, compensation principles, workforce planning, workforce budgeting, and organizational effectiveness.
• Working knowledge of generative AI, automation concepts, prompt development, responsible AI practices, and appropriate use of confidential HR information.
• Ability to analyze complex information, identify meaningful patterns, exercise sound judgment, and provide clear, actionable recommendations.
• Excellent written, verbal, presentation, and communication skills, including the ability to communicate technical information to non-technical audiences.
• Strong project management, organization, stakeholder management, and change-management capabilities.
• Ability to manage multiple priorities, work independently with minimal direction, and collaborate effectively across HR, Finance, Accounting, and business functions.
• High attention to detail and commitment to data accuracy, confidentiality, internal controls, and continuous improvement.
• Ability to communicate fluently in English, written and spoken.

Physical Requirements (Office)

• This position requires minimal physical effort.
• Must be able to endure prolonged periods sitting at a desk and working on a computer for a minimum of eight hours a day.
• Reasonable accommodations may be provided to enable individuals with disabilities to perform essential functions as defined per Company policy.