Human Resources Data Analyst II

Please complete the application in its entirety. Include all previous employment so that it may be taken into consideration. Please include a resume attachment with submittal of your application. Resume should document months and years with your dates of employment. Failure to submit a complete and timely application may result in the rejection of your application. Applicants are responsible for ensuring that application materials are received before the closing date and time listed. At Regional Transportation District (RTD), We make lives better through connections! When you join RTD, you will be among dedicated employees exhibiting RTD's values of passion, respect, diversity, trustworthiness, collaboration, and ownership. RTD is committed to an inclusive and diverse workplace. As part of our diversity value statement, we encourage our employees to honor diversity in thought, people, and experience. Come join RTD on this great journey to be the trusted leader in mobility, delivering excellence and value to our customers and community. RTD Employee Benefits: https://www.rtd-denver.com/careers/benefits (RTD Represented Employee Benefits: Please refer to the Labor Agreement included in the above link for details.) The Human Resources (HR) Data Analyst II is responsible for analyzing a wide range of human resources data to provide insights that support workforce planning, talent management, and organizational effectiveness. This role partners with HR leaders and business partners to identify reporting needs, design and maintain data models, and develop tools, dashboards, and reports that inform decision-making. The HR Data Analyst ensures data integrity and accuracy, tests and validates HR data sources, and explores new technologies and methodologies to enhance reporting and analytics capabilities. DUTIES & RESPONSIBILITIES: Data Analysis and Reporting: Develops, implements, and maintains HR analytics and workforce planning tools to assess and improve the efficiency of HR processes and service delivery Leads collection, structuring, and data modeling to support comprehensive quantitative and qualitative reports; collaborates with the HR leadership team to understand data needs and appropriately plan reporting across various data sets. Partners with data owners and leaders to ensure data is correct, reliable, and complete, visualized appropriately, and assists in gathering insight into business decisions based on the data. Creates and delivers recurring and ad-hoc reports on topics such as recruitment, retention, performance, compensation, and workforce demographics. Critically evaluates information by reconciling discrepancies, breaking down complex data into detailed components, and synthesizing findings to ensure a clear understanding of business and stakeholder needs. Identifies challenges and areas of risk through trend analysis and researches solutions to address issues, measurement, and evaluation; recommends new ways to measure business process improvements and assists in establishing new processes based on operational needs. Maintains knowledge of trends and best practices in HR analytics and data governance, including tools and technologies, and how to translate that knowledge into existing HR operations. Supports various HR projects as needed, contributing to the advancement of the HR departments goals and objectives. Publishes and presents monthly, quarterly, and annual reporting to HR leadership and stakeholders. Maintains compliance with federal, state, and institutional workforce reporting requirements. OTHER: All job-related duties as assigned. QUALIFICATIONS: Required: Bachelors Degree in Business Intelligence, Analytics, or a closely related field from an accredited college or university. A minimum of three (3) years of experience in analyzing and evaluating business processes and developing reports. A minimum of two (2) years of experience working with HR data, such as data analysis on time to fill, goal milestone tracking, employee training and development, employee recognition, turnover, vacancy rates, and employment surveys or relevant activities. A minimum of one year of Workday (HRIS) experience. Preferred: Three (3) years of experience utilizing analytical tools and software such as Human Resources Information Systems (HRIS), Tableau, PowerBI, Oracle SQL Server, Qualtrics, Smartsheet, Google Analytics, Excel or related systems. Two (2) years of experience in data management/ analysis with Workday. Knowledge, Skills, and Abilities: Strong analytical skills with the ability to collect, organize, analyze, and disseminate significant amounts of information with attention to detail and accuracy. Proficiency in developing reports in an analytics-reporting tool that interfaces with a database. Strong quantitative and qualitative analytical skills with the ability to contextualize and leverage data and metrics to inform change to advise stakeholders, and improve performance. Ability to identify useful information in data sets and suggest conclusions that support decision-making. Confidence in presenting insights and analytics to senior leadership. Proficiency in business writing and developing and facilitating presentations. Ability to communicate effectively, orally and in writing. Ability to use sound judgment. Ability to manage time and workload effectively which includes planning, organizing, and prioritizing with attention to detail. Proficient with Microsoft Office Suite, and expert Excel skills. Ability to communicate effectively, orally and in writing. Skill in problem-solving and decision-making. Ability to use sound judgment and maintain the strictest confidentiality. Ability to manage time and workload effectively, which includes planning, organizing, and prioritizing with attention to detail. OR: An equivalent combination of education, experience, knowledge, skills, and abilities. WORKING ENVIRONMENT AND PHYSICAL REQUIREMENTS: The work environment and physical demands described here are representative of those required by an employee to perform the essential functions of this job with or without reasonable accommodations. The work environment is a typical office environment with minimal exposure to excessive noise or adverse environmental issues. CAREER MAP: Based on job performance, experience, and education, the next step on the career map for this position may be: Other Analyst positions within the organization We are considering all applications for this position up until the position close date of 9/3/2025. For consideration, please be sure to apply before the posting end date. Pay Range: $77,437.00 - $109,380.25 Annual EEO POLICY AND ADA ACCOMMODATIONS RTD is proud to be an Equal Opportunity Employer, supporting diversity, equity, and inclusion in the workplace. All applicants will be considered for employment regardless to the race, sex, disability status or any other characteristic protected by law and we encourage candidates from all identities, backgrounds, and abilities to apply. Therefore, in all aspects of the employment process, we provide employment opportunities to all qualified applicants without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity or expression, pregnancy, medical condition related to pregnancy, creed, ancestry, national origin, marital status, genetic information, or military status, or any other protected status in accordance with applicable law. RTD is committed to the full inclusion of all qualified individuals. As part of this commitment, our agency will assist individuals who have a disability with any reasonable accommodation requests related to employment, including completing the application process, interviewing, pre-employment testing, participating in the employee selection process, promotions, and/or to perform essential job functions where the requested accommodation does not impose an undue hardship. If you have a disability and require a reasonable accommodation, please reach out to our Employment ADA Coordinator Kris Frazier at adarequests@rtd-denver.com, or the Talent Acquisition team rtd.ta@rtd-denver.com. To learn more or see our EEO policy, please visit our EEO page at: [ https://www.rtd-denver.com/sites/default/files/files/2022-12/EEO%20Policy%20Statement-%20UPDATED.pdf ] RTD posts a compensation range that represents a good faith estimate of what RTD anticipates paying for the position at the time of posting. Starting salary is based on the candidates relevant and verified education, training and work experience. Applicants should submit all relevant and verifiable education, training and work experiences at the time of application. At RTD, were more than a rail and bus company. Were a close-knit transit family that plans, schedules, operates, promotes and maintains the public transportation system throughout the metro area. Our people have passion about transit, communities, and the region as a whole. People who bring this passion to the workplace and want to make our city a more accessible place to live, work, and play. At RTD, we deliver safe, clean, reliable, and cost-effective service to the millions of people we serve every day. We have over 2,500 employees at RTD in a wide variety of jobs from management, to administrative, to skilled trades. Together, we work hard to keep this city moving day and night. Just take a look at all the jobs we do each and every day. How RTD qualifies relevant work experience and education: https://www.rtd-denver.com/sites/default/files/files/2021-01/Relevant-Work-Experience-and-Education-Qualifications.pdf RTD is an equal employment opportunity employer. RTD is a Drug-Free Workplace. The Immigration Reform and Control Act requires that verification of employment eligibility be documented for all new employees by the end of the third day of work. The Regional Transportation District complies with the Americans with Disabilities Act (ADA), to provide reasonable accommodations for persons with disabilities. RTD participates in E-Verify and will provide the federal government with your Form I-9 information to confirm that you are authorized to work in the U.S. If E-Verify cannot confirm that you are authorized to work, this employer is required to give you written instructions and an opportunity to contact Department of Homeland Security (DHS) or Social Security Administration (SSA) so you can begin to resolve the issue before the employer can take any action against you, including terminating your employment. Employers can only use E-Verify once you have accepted a job offer and completed the Form I-9.