Human Resources Data Analyst

Job Description
Job Description
Position Summary
RiVidium Inc. Is seeking a HR Data Analyst who will analyze NNSA enterprise workforce data to support manpower utilization, staffing gap analysis, workforce reporting, and leadership decision-making. The position develops and maintains workforce dashboards, organizational charts, analytical models, and ad-hoc reports using HR and business intelligence tools.

Key Responsibilities
Aggregate, analyze, and model workforce and HR data. Develop staffing gap analyses and manpower utilization reports. Maintain workforce dashboards and organizational charts. Analyze performance appraisal and training data. Produce workforce analytics and ad-hoc reports for NNSA leadership. Perform strength reporting and manning authorization audits. Develop and maintain federal human capital data models. Use Excel, Power BI, SQL, Workday, and CHRIS data sources. Protect sensitive personnel and workforce data.

Required Qualifications
5 years of professional experience in data analysis, workforce modeling, or business intelligence. At least 3 years developing or maintaining federal human capital data models and workforce dashboards. Advanced Microsoft Excel skills, including complex formulas, VBA, and pivot tables. Advanced experience with Power BI and SQL. Experience with Workday and CHRIS data. Bachelor’s degree in Data Analytics, Statistics, Computer Science, Information Systems, Business Analytics, or related field.

Preferred
Microsoft Certified: Power BI Data Analyst Associate.
Tableau Certified Data Analyst.
The annual salary range for this position is $90,000–$100,000.
The listed salary range represents a general guideline; however, RiVidium Inc. considers a number of factors when determining base salary offers such as the scope and responsibilities of the position and the candidate’s experience, education, skills, and current market conditions. At RiVidium Inc. it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case.