Personnel analysts are responsible for a wide range of procedures and practices related to managing a company's employees, including compensation, rules and policies, organizational studies, recruitment and examinations, equal employment opportunity, and employer-employee relations.
Personnel analysts are tasked with deciding how to handle each employee in a way that maximizes gains for the company and minimizes harm for each individual, and they use analytical tools to determine the best fit for each employee's personality and life situation. Many personnel analysts have at least a four-year degree in human resource (HR) management, public administration, or a related field and least one year of full-time professional experience in position-classification, wage/salary administration, compensation, recruitment and selection, or employer-employee relations.
A bachelor's or master's degree is generally required for this position, though this varies depending on the employer, and the duties of personnel analysts revolve around analyses of not only individuals, but also the organization as a whole to provide the best practices for affirmative action, rules, policies, and schedules for entire sections of workers. They may also use techniques of psychology and business analytics in the course of these duties and report to and confer with district management to provide support in creating rules and regulations. They must also be able to explain the reasoning behind their recommendations in a fluent and efficient manner.
Personnel Analyst Tasks
Analyze, maintain and troubleshoot human resource information systems and other human resources computer applications and systems.
Train employees on system usage.
Lead projects which impacts data maintenance on the HRIS, including mass updates.
Plan and develop analyses, reports, and presentations.
May act as administrator to create security model based on functional responsibilities and configure HR system to enforce the security access to data.