HR Data Analyst

The posting, as Accenture Federal Services wrote it

At Accenture Federal Services, nothing matters more than helping the US federal government make the nation stronger and safer and life better for people. Our 13,000+ people are united in a shared purpose to pursue the limitless potential of technology and ingenuity for clients across defense, national security, public safety, civilian, and military health organizations.

Join Accenture Federal Services, a technology company within global Accenture. Recognized as a Glassdoor Top 100 Best Place to Work, we offer a collaborative and caring community where you feel like you belong and are empowered to grow, learn and thrive through hands-on experience, certifications, industry training and more.

Join us to drive positive, lasting change that moves missions and the government forward!

Job Description

As an HR Data Analyst, you will play a pivotal role in transforming raw HR data into actionable insights that drive organizational improvement. Your responsibilities will include conducting in-depth data analysis to identify trends, patterns, and anomalies within workforce metrics. You will be tasked with evaluating existing business processes, mapping workflows, and recommending process re-engineering strategies to enhance efficiency and accuracy. A significant part of your work will involve data cleanup, ensuring that all HR information is accurate, consistent, and ready for reporting or further analysis.

To excel in this position, familiarity with data visualization tools such as Tableau or Power BI, as well as experience using HR information systems, will be highly beneficial. Exposure to process mapping software and advanced Excel functions support your ability to streamline and document process improvements. Previous involvement in large-scale data migration or transformation projects, as well as hands-on experience with data validation techniques, will help you navigate the complexities of HR data management. A background in collaborating with cross-functional teams and communicating findings to both technical and non-technical stakeholders will further contribute to your success in this dynamic role.

Here's what you need

• Bachelor's degree or 3+ years of related experience.
• Experience with data analysis, business process analysis, and process re-engineering.
• Experience with data cleanup.

Bonus points if you have

• Experience with HRIS or HR data systems.
• Proficiency in data visualization tools (e.g., Tableau, Power BI).
• Knowledge of data privacy and compliance in HR.
• Familiarity with process automation tools.
• Strong Excel or SQL skills.

Security clearance

• Active TS/SCI with Poly security clearance is required.

As required by local law, Accenture Federal Services provides reasonable ranges of compensation for hired roles based on labor costs in the states of California, Colorado, Connecticut, Hawaii, Illinois, Maine, Maryland, Massachusetts, Minnesota, New Jersey, New York, Ohio, Vermont, Virginia, Washi
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ions of your role, you will be asked to participate in our reasonable accommodation process. Accommodations made to facilitate the recruiting process are not a guarantee of future or continued accommodations once hired.

If you are being considered for employment opportunities with Accenture Federal Services and need an accommodation for a disability or religious observance during the interview process or for the job you are interviewing for, please speak with your recruiter.

Other Employment Statements

Applicants for employment in the US must have work authorization that does not now or in the future require sponsorship of a visa for employment authorization in the United States.

Candidates who are currently employed by a client of Accenture Federal Services or an affiliated Accenture business may not be eligible for consideration.

Job candidates will not be obligated to disclose sealed or expunged records of conviction or arrest as part of the hiring process.

The Company will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. Additionally, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the Company's legal duty to furnish information.

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