Sr. HR Analyst

The Sr. HR Analyst will lead the execution of URUS’ global people data and analytics strategy to empower better decisions about our people, culture, and organization. This role will drive workforce insights, develop predictive analytics capabilities for strategic workforce planning, and provide intuitive data visualizations for executive leaders to access and interpret independently for informed decision-making. In URUS’ matrixed and data-based business, this role will play a critical role in strengthening our HR operations, talent foundation, and future readiness. 

This role is preferably based in Madison, WI with expectations for occasional travel to the US and global retail countries.  

Primary Responsibilities 

1. Analytics Strategy and Reporting 

• Serve as the thought leader for workforce analytics, ensuring People strategies are grounded in data and financial impact and execute analytics initiatives to support the global People strategy. 

• Serve as the strategic advisor to the SVP of People and the executive team on workforce trends and insights 

• Develop and maintain predictive models for turnover, talent gaps, and workforce cost projections, proactively identifying trends and anomalies in workforce metrics. Partner with People leaders to interpret insights and design targeted interventions that address root causes rather than surface symptoms. 

• Translate business questions into analytical frameworks that inform decisions about talent acquisition, workforce planning, workforce development, compensation, employee engagement, performance, and retention. 

• Drive the evolution of People analytics from descriptive reporting to diagnostic, predictive, and prescriptive insights that inform decision making. 

• Transform HR Operations data into clear, actionable insights, ensuring outputs such as engagement results, training metrics, and workforce trends are delivered in engaging, business ready formats as opposed to raw spreadsheets. 

1. Workforce Planning and Data Integration 

• Own the workforce planning process and deliver scenario-based recommendations that influence enterprise decisions on hiring, retention, talent allocation, succession planning, cost optimization, and organizational agility 

• Ensure data integrity and consistency across analytics platforms by partnering with HRIS and system owners and develop governance processes that enable accurate reporting and actionable insi