HR Business Analyst - Legal & General America

At Legal & General America, we aim to make a positive difference in the lives of our customers, partners, colleagues, and the communities in which they live.  As a recognized market leader of term life insurance, we’re working to transform our business through innovation and technology to provide products and solutions that help American families secure their financial futures.

We are a future-focused company, passionate about what we do and how we do it. This means working with pace and energy to reach our goals, and challenging ourselves to achieve more.  We strive to create a unique environment where balance between work and life is possible. Our employees' passion, dedication and hard work, as well as our career development opportunities, benefits, and employee activities contribute to our positive workplace culture.

The HR Business Analyst is responsible for compiling, structuring and analyzing human resources data to make conclusions that help streamline all processes, assists with identification and forecasting of trends and options for addressing operational issues and continuous improvement.

Responsibilities include designing, developing, maintaining and deploying dashboards, standardized and ad-hoc reports and providing research analysis on a range of organizational and people capability initiatives linking HR data to operational data. This will identify options and solutions to meet operational demands.

The purpose of position is the enhancement of employee experiences through the planning and execution of strategic initiatives; the design of efficient and effective work processes; the pursuit of overall continuous improvement; the design, implementation and assessment of change management strategies.

• Conduct research and analysis on HR metrics and trends to inform HR strategy and data driven decision making, collecting and compiling data from a variety of sources (HRIS, ATS, surveys, exit interviews, competitor info, external data sources).
• Analyzes data and statistics for current and forecasted trends with an emphasis on engagement, culture, recruitment (headcount), hiring practices, compensation and performance, turnover, legal compliance, process improvement areas.
• In collaboration with others, recommends reasonable short- and long-term goals, milestones, and benchmarks for key performance indicators. Engage with HR colleagues, leaders, and employees to identify areas for improvement and suggest ways to enhance HR processes and practices.
• Work in partnership with HR colleagues to provide research and analysis on a range of organizational and people capability initiatives linking HR data to operational data to identify options and solutions
• Prepare HR reports, presentations, BOD slides and communications for internal and external stakeholders
• Supports the development and implementation of policies, procedures and activities to improve the organizational culture, including suggestions on how to improve applicant and employee experiences, attract and hire qualified candidates, motivate and retain employees, enhancing diversity and inclusivity, address staffing issues, and maintain legal compliance.
• Provide advice and guidance on compliance matters using data analytics, staying current with HR laws and regulations.
• Evaluate HR and business needs to identify automation opportunities and assist HR in designing and implementing efficient and scalable end-to-end processes, driving efficiency and managing data (compensation survey participation). Align productivity initiatives with people capability and culture initiatives.
• Provide assistance with HR projects, including employee engagement surveys, talent management profiles, individual compensation statements, etc. Collaborate with colleagues and leaders to implement, analyze, and disseminate survey results. Provides clear and concise information to leaders across the organization by joining and cleansing data from disparate sources.
• Identify potential bottlenecks and/or risks in new or improved business functions and make recommendations for resolution; contribute to continual process improvement; ensure that proposed processes do not conflict with other processes across the department or Company.
• Monitor and evaluate HR programs and initiatives to measure their effectiveness and ROI.
• Establish reporting practices that meet business needs and provides accurate and relevant HR data on a regular/ad hoc basis. Develops HR and executive dashboard metrics and management reports to empower leaders to make informed business decisions with real time data relating to workforce management.
• Employ best practices and standards to implement HR technology solutions, such as creating interfaces, enhancing systems and/or integrating projects. Analyze HR programs in order to determine their effectiveness and return on investment.
• Ensures the integrity of employee records within HCM by reviewing, updating, and maintaining them. Identify and resolve inconsistencies through strategic updates.
• Perform Dayforce administration responsibilities (LGIA only) including, but not limited to: as assigned by HR Systems Manager, assisting in evaluating, testing and implementing changes due to system upgrades; recommending solutions or alternative methods to meet business requirements; researching and resolving problems or process flaws; performing scheduled activities relating to areas of responsibility. Specific areas of responsibility include, but not limited to: WFM (timekeeping, earnings statements, punch policies); Core Elements (organizational structure, jobs & positions, security roles & features, pay codes & groups, entitlements
• Perform Dayforce administration responsibilities around workflows, forms, onboarding, offboarding, document management, and assisting with performance management as needed.
• Facilitate employee changes in HRIS system related to promotion recommendations, department reorganizations, cost center changes, etc.
• Conduct manager and staff training on HRIS processes.
• Manage compensation system processes. Configure, test and rollout changes in compensation programs from a systems perspective. Assure accurate translation to payroll.

Education

• BS/BA Degree preferred

Experience/Knowledge

• 2+ years working in HR analytics
• 3+ years of progressive HRIS experience (preferably with Dayforce product)
• 2+ years’ experience improving employee experience and performance management through data analysis
• Experience using visual analytics platforms preferably Tableau
• Experience working in a highly regulated, fast paced environment balancing between agility, performance, and customer centricity and excellence

Skills

• Communicate clearly and effectively with both technical and non-technical audiences, presenting data-driven insights
  Knowledge of HR metrics and trends and the ability to use data to inform HR decision-making and strategy
• Possess strong interpersonal and collaborative skills as well as the ability to build relationships and collaborate with HR business partners and leaders
• Strong attention to detail and accuracy
• Ability to translate business needs into solid business/technology requirements
• Capacity to manage multiple projects and priorities with strong organizational, statistical, analytical, and problem-solving skills
• Ability to perform complex analyses using Excel's advanced features, including Pivot Tables, VLOOKUP and others, and/or Access
• Ability to develop and deliver reports, documentation, procedures, correspondence, and other information that is concise, logical, and grammatically correct
• Identify problems, perform diagnostics, and provide solutions
• Ability to prioritize work under time constraints in order to meet project deadlines
• Extensive experience developing or implementing technology-related process improvements and initiatives using agile methodologies in a dynamic environment
• Strong SME in HR processes and procedures
• The ability to handle sensitive information with discretion and maintain a high level of confidentiality

Reports To

Organizational Development Leader

What’s in it for you?

The expected hiring compensation range for this position is $88,300 - $121,375 annually. This position is hybrid requiring 3 or more days in our Frederick, Maryland office.

The total compensation package for this position may include other elements, such as a sign-on bonus, long term incentives, and annual bonuses.  This role is eligible to participate in the Legal & General America Annual Incentive Plan. The current target payment for the position is 8% of base salary, modified for corporate and individual performance. Bonuses are pro-rated based on start date.  This role has 15 vacation days and 10 sick days that are accrued on a bi-weekly basis. Employees also have 9 paid holidays throughout the calendar year.

We have a competitive compensation and benefits package focused on your overall wellbeing.  Employee benefits include health, life, and dental insurance; 401K with company match up to 6% as well as a pension package; generous time off; and wellbeing initiatives throughout the year (we like doing fun stuff).  We’re big on professional development and we’ll support and mentor you in your career progression and expect you to help us pay it forward by helping us develop tomorrow's leaders and growth-focused professionals. We value our teams and our communities and believe in giving back. Enjoy time off to volunteer for those causes that matter most to you!

If hired, employee will be in an “at-will position” and the Company reserves the right to modify base salary (as well as any other discretionary payment or compensation program) at any time, including for reasons related to individual performance, Company or individual department/team performance, and market factors. The Company reserves the right to change benefits plans at any time.

We are an equal opportunity employer and value diversity at our company. We do not discriminate based on race, religion, color, national origin, sex, gender, gender expression, sexual orientation, age, marital status, veteran status, or disability status. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, perform essential job functions, and receive other benefits and privileges of employment. Please contact us to request accommodation.