Human Resources Metrics Analyst Ii salary
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Human Resources Metrics Analyst Ii salaries, Human Resources Metrics Analyst Ii benefits packages, Human Resources Metrics Analyst Ii bonuses, Human Resources Metrics Analyst Ii job descriptions, Human Resources Metrics Analyst Ii statistics and Human Resources Metrics Analyst Ii job openings. Please select a specific Human Resources Metrics Analyst Ii job from the list below for additional information or search Human Resources Metrics Analyst Ii salaries.
Human Resources Metrics Analyst Ii's Annual Base Salary
Job Title | Salary | Location | Date Updated |
Workforce Analyst II | $94,374 | United States | |
Human Resources Generalist II | $76,309 | United States | |
Human Resources Supervisor | $108,863 | United States | |
Human Resources Assistant II | $52,812 | United States | |
Human Resources Generalist IV | $115,367 | United States | |
Human Resources Generalist I | $63,614 | United States | |
Human Resources Generalist III | $95,219 | United States | |
Human Resources Director | $182,332 | United States | |
Workforce Analyst I | $74,300 | United States | |
Workforce Analyst III | $117,706 | United States |
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Analyzes and evaluates workforce metrics to improve human resources capacity planning and maximize labor utilization rates. Utilizes hiring, sourcing, attrition, and productivity metrics to provide actionable insights about the current and future states of a workforce. Applies predictive models and methods to develop short and long-term forecasts. Produces reports and visualizations that provide easy to understand information required for decision making. Typically requires a bachelor's degree or equivalent. Typically reports to a manager. Work is generally independent and collaborative in nature. Contributes to moderately complex aspects of a project. Typically requires 4-7 years of related experience. View Workforce Analyst II SalaryAlternate Job Titles:Workforce Analytics Specialist II, Human Resources Metrics Analyst II, Staffing Analytics Specialist II, Workforce Analyst IICategory : Human Resources
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Serves as administrator for several critical human resources functions and workforce management, including recruiting, employee/labor relations, health and safety, compensation, benefits, training, diversity, employee engagement, leave and attendance tracking, payroll, and employee records. Facilitates and communicates organizational policies and programs and ensures labor law and regulatory compliance. Provides internal support and partnership to business lines to deliver required human resources. May evaluate, select, and oversee vendors that provide supplemental HR processes and services. Coordinates with HR support staff to process and maintain employment, attendance, and other records. Typically requires a bachelor's degree. Typically reports to a manager. Occasionally directed in several aspects of the work. Gaining exposure to some of the complex tasks within the job function. Typically requires 2 -4 years of related experience. View Human Resources Generalist II SalaryAlternate Job Titles:HR Generalist II, HR Representative II, Human Resources Representative II, Intermediate HR Generalist, Human Resources Generalist IICategory : Human Resources
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Administers human resources policies and programs and directs the human resources staff in managing and implementing programs that support employee productivity and company objectives. Provides day-to-day oversight of various human resources functions critical to the organization, including recruiting, employee/labor relations, health and safety, compensation, benefits, training, diversity, employee engagement, payroll, and employee records. Supervises and trains staff that provides operational and administrative support for recruiting, onboarding, and other hr functions and programs. Develops consistent and standard procedures to process employment, attendance, and other records and to ensure accuracy. Typically requires a bachelor's degree. Typically reports to a manager. Supervises a group of primarily para-professional level staffs. May also be a level above a supervisor within high volume administrative/ production environments. Makes day-to-day decisions within or for a group/small department. Has some authority for personnel actions. Typically requires 3-5 years experience in the related area as an individual contributor. Thorough knowledge of functional area and department processes. View Human Resources Supervisor SalaryAlternate Job Titles:HR Supervisor, Human Resources SupervisorCategory : Human Resources
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Provides administrative support to one or more human resources functions, including recruiting, employee/labor relations, compensation, benefits, training, equal employment opportunity, and/or employee records. Processes HR department applications, including employment and enrollment applications; maintains attendance and employment records, and compiles statistics for various HR management reports. May conduct pre-employment screening interviews, check references and respond to routine questions on HR policy. May require an associate degree or equivalent. Typically reports to a supervisor or manager. Works under moderate supervision. Gaining or has attained full proficiency in a specific area of discipline. Typically requires 1-3 years of related experience. View Human Resources Assistant II SalaryAlternate Job Titles:HR Assistant II, HR Generalist Support Coordinator II, Human Resources Assistant II
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Serves as administrator for several critical human resources functions and workforce management, including recruiting, employee/labor relations, health and safety, compensation, benefits, training, diversity, employee engagement, leave and attendance tracking, payroll, and employee records. Facilitates and communicates organizational policies and programs and ensures labor law and regulatory compliance. Provides internal support and partnership to business lines to deliver required human resources. May evaluate, select, and oversee vendors that provide supplemental HR processes and services. Coordinates with HR support staff to process and maintain employment, attendance, and other records. Typically requires a bachelor's degree. Typically reports to a manager. Work is highly independent. May assume a team lead role for the work group. A specialist on complex technical and business matters. Typically requires 7+ years of related experience. View Human Resources Generalist IV SalaryAlternate Job Titles:HR Generalist - Project Lead, HR Generalist IV, Human Resources Generalist IVCategory : Human Resources
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Serves as administrator for several critical human resources functions and workforce management, including recruiting, employee/labor relations, health and safety, compensation, benefits, training, diversity, employee engagement, leave and attendance tracking, payroll, and employee records. Facilitates and communicates organizational policies and programs and ensures labor law and regulatory compliance. Provides internal support and partnership to business lines to deliver required human resources. May evaluate, select, and oversee vendors that provide supplemental HR processes and services. Coordinates with HR support staff to process and maintain employment, attendance, and other records. Typically requires a bachelor's degree. Typically reports to a manager. Work is closely managed. Works on projects/matters of limited complexity in a support role. Typically requires 0-2 years of related experience. View Human Resources Generalist I SalaryAlternate Job Titles:Entry HR Generalist, HR Generalist I, HR Representative I, Human Resources Representative I, Human Resources Generalist I
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Serves as administrator for several critical human resources functions and workforce management, including recruiting, employee/labor relations, health and safety, compensation, benefits, training, diversity, employee engagement, leave and attendance tracking, payroll, and employee records. Facilitates and communicates organizational policies and programs and ensures labor law and regulatory compliance. Provides internal support and partnership to business lines to deliver required human resources. May evaluate, select, and oversee vendors that provide supplemental HR processes and services. Coordinates with HR support staff to process and maintain employment, attendance, and other records. Typically requires a bachelor's degree. Typically reports to a manager. Work is generally independent and collaborative in nature. Contributes to moderately complex aspects of a project. Typically requires 4 -7 years of related experience. View Human Resources Generalist III SalaryAlternate Job Titles:HR Generalist III, HR Representative III, Human Resources Representative III, Senior HR Generalist, Human Resources Generalist IIICategory : Human Resources
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Plans and oversees human resources functional operations, including talent acquisition, compensation, benefits, training, employee relations, safety, and compliance. Administers human resources programs and policies to reflect the organization's mission and values, support company goals, achieve objectives, and positively engage the workforce. Maintains broad and current subject matter knowledge and expertise in federal and state employment laws to advise leadership with solutions for human resources issues and evolving organizational needs. Implements an HRIS or other system to facilitate processes and provide data and reporting on HR activity. Requires a bachelor's degree. Typically reports to top management. Manages a departmental sub-function within a broader departmental function. Creates functional strategies and specific objectives for the sub-function and develops budgets/policies/procedures to support the functional infrastructure. Typically requires 5+ years of managerial experience. Deep knowledge of the managed sub-function and solid knowledge of the overall departmental function. View Human Resources Director SalaryAlternate Job Titles:Director of Human Resources, Human Resources Director (Autonomous), Human Resources Director
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Analyzes and evaluates workforce metrics to improve human resources capacity planning and maximize labor utilization rates. Utilizes hiring, sourcing, attrition, and productivity metrics to provide actionable insights about the current and future states of a workforce. Applies predictive models and methods to develop short and long-term forecasts. Produces reports and visualizations that provide easy to understand information required for decision making. Typically requires a bachelor's degree or equivalent. Typically reports to a manager. Occasionally directed in several aspects of the work. Gaining exposure to some of the complex tasks within the job function. Typically requires 2-4 years of related experience. View Workforce Analyst I SalaryAlternate Job Titles:Human Resources Metrics Analyst I, Staffing Analytics Specialist I, Workforce Analytics Specialist I, Workforce Analyst ICategory : Human Resources
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Analyzes and evaluates workforce metrics to improve human resources capacity planning and maximize labor utilization rates. Utilizes hiring, sourcing, attrition, and productivity metrics to provide actionable insights about the current and future states of a workforce. Applies predictive models and methods to develop short and long-term forecasts. Produces reports and visualizations that provide easy to understand information required for decision making. Typically requires a bachelor's degree or equivalent. Typically reports to a manager. Work is highly independent. May assume a team lead role for the work group. A specialist on complex technical and business matters. Typically requires 7+ years of related experience. View Workforce Analyst III SalaryAlternate Job Titles:Human Resources Metrics Analyst III, Staffing Analytics Specialist III, Workforce Analytics Specialist III, Workforce Analyst IIICategory : Human Resources