HR Data Analyst

We’re looking for an HR Data Analyst to build advanced reporting and analytics solutions that drive workforce decisions across HR. This person will design dashboards in MicroStrategy and Oracle HCM, perform structured data validation across Oracle, PeopleSoft, and related systems, and deliver insights on workforce trends such as attrition, internal movement, hiring, and retirement risk. The role works closely with HR stakeholders and IT partners to define requirements, enhance data quality, and create scalable BI products that support executives and HR teams. This position is in the Human Resources (HR) Directorate.

This position offers a full-time off-site work schedule.  You will collaborate and contribute through virtual interactions.  Occasional on-site presence to meet business needs may be required.

This position will be filled at either level based on knowledge and related experience as assessed by the hiring team. Additional job responsibilities (outlined below) will be assigned if hired at the higher level. 

You will

• Lead end-to-end development of enterprise workforce analytics products and dashboards (e.g., attrition, internal mobility, retirement risk) from intake and scoping through delivery to Laboratory leadership.
• Experience building and maintaining HR operational and analytical reports in Oracle HCM (OTBI, BI Publisher) and related LAPIS datasets using SQL and subject areas to support TA, Compensation, HRBPs, ER, and other HR functions.
• Own data validation and reconciliation across Oracle, LAPIS, and MicroStrategy, performing structured data quality checks, documenting logic, and partnering with IT to resolve discrepancies.
• Translate ambiguous business questions into clear technical reporting requirements, ensuring alignment with HR stakeholders and system capabilities.
• Proactively identify emerging workforce trends, risks, and opportunities, collaborating with HR and leaders to frame analytic questions that directly support business and workforce decisions.
• Design and evolve user-friendly, scalable BI solutions in tools such as MicroStrategy, Power BI, or Tableau, enabling self-service access to trusted metrics and insights.
• Support system testing and user acceptance testing (UAT) during Oracle HCM implementations and releases, validating report outputs and documenting issues.
• Mentor analysts on SQL, analytics, visualization, and data storytelling while promoting consistent analytic methods, documentation, and reproducible practices.
• Collaborate with HR, Legal, Lab leadership, and IT to align on metric definitions, access and security standards, and governance practices that maintain the integrity and trustworthiness of HR data products.
• Manage reporting intake (e.g., ServiceNow), automate recurring reporting where feasible, and maintain structured documentation of report logic and definitions.
• Perform other duties as assigned.

Additional job responsibilities, at the H07.4 level

• Lead complex, high-visibility analytics projects that span multiple HR domains with minimal oversight.
• Drive data validation, governance standards, and resolution of cross-system data issues in partnership with IT.
• Develop scalable analytic frameworks, metric definitions, and BI design standards adopted across HR.
• Mentor and guide analysts on SQL, modeling, visualization, and data storytelling.
• Provide strategic analytic insights to HR and Lab leadership, proactively identifying risks and opportunities.

• Must be eligible to access the Laboratory in compliance with Section 3112 of the National Defense Authorization Act (NDAA).  See Additional Information section below for details. 
• Bachelor’s degree in a quantitative or related field (or equivalent experience).
• Building advanced workforce/people analytics or BI solutions with measurable impact.
• Advanced SQL for data extraction, transformation, and validation; strong data modeling fundamentals.
• Hands-on experience building and maintaining HR reports in Oracle HCM (OTBI and/or BI Publisher) or a comparable enterprise HCM reporting platform.
• Proficiency with MicroStrategy (or similar BI) for dashboard design, interactivity, and performance tuning.
• Strong understanding of HR data structures (recruiting, job/position, workforce movement, compensation, org hierarchy) and experience validating/reconciling data across multiple systems and supporting UAT/testing.
• Proven ability to lead projects independently, translate ambiguous stakeholder needs into clear reporting requirements, and communicate findings clearly, with strong documentation discipline and attention to data quality and governance practices.

Additional qualifications at the H0.74 level 

• Demonstrated ability to lead enterprise-level reporting or analytics projects independently.
• Advanced proficiency in SQL, data modeling, and Oracle HCM reporting (OTBI/BI Publisher).
• Experience designing complex dashboards with strong UX and interactivity principles in MicroStrategy (or equivalent BI tools).
• Proven track record producing predictive or advanced analytics (e.g., forecasting, regression, risk scoring).
• Ability to translate ambiguous business questions into clear analytic products with measurable impact.
• Strong communication skills with experience presenting insights to senior leaders or executive audiences.

Qualifications We Desire

• Master’s degree in a quantitative discipline or HR-related field.
• Experience with survey/engagement analytics and linking sentiment to workforce outcomes.
• Practical experience applying statistical or predictive methods (e.g., regression, time series, clustering, forecasting, risk scoring) using Python, R, or Alteryx.
• Familiarity with Oracle HCM role-based access controls and sensitive-data handling.
• Experience improving or designing reporting or data-validation processes within HR.

#LI-Remote

Position Information

This is a Flexible Term appointment, which is for a definite period not to exceed six years.  If final candidate is a Career Indefinite employee, Career Indefinite status may be maintained (should funding allow).

Why Lawrence Livermore National Laboratory?

• Included in 2025 Best Places to Work by Glassdoor!
• Flexible Benefits Package
• 401(k)
• Relocation Assistance
• Education Reimbursement Program
• Flexible schedules (*depending on project needs)
• Our values - visit https://www.llnl.gov/inclusion/our-values

Security Clearance

None required.  However, this position involves U.S. Export Control; this work must be performed by a U.S. person (U.S. citizen, U.S. lawful permanent resident, U.S. national, or U.S. protected individual (e.g., refugee, asylee)).

If your assignment is longer than 179 days cumulatively within a calendar year, you must go through the Personal Identity Verification process.  This process includes completing an online background investigation form and receiving approval of the background check.  (This process does not apply to foreign nationals.)

 

Pre-Employment Drug Test

External applicant(s) selected for this position must pass a post-offer, pre-employment drug test. This includes testing for use of marijuana as Federal Law applies to us as a Federal Contractor.

Wireless and Medical Devices

Per the Department of Energy (DOE), Lawrence Livermore National Laboratory must meet certain restrictions with the use and/or possession of mobile devices in Limited Areas. Depending on your job duties, you may be required to work in a Limited Area where you are not permitted to have a personal and/or laboratory mobile device in your possession.  This includes, but not limited to cell phones, tablets, fitness devices, wireless headphones, and other Bluetooth/wireless enabled devices.  

If you use a medical device, which pairs with a mobile device, you must still follow the rules concerning the mobile device in individual sections within Limited Areas.  Sensitive Compartmented Information Facilities require separate approval. Hearing aids without wireless capabilities or wireless that has been disabled are allowed in Limited Areas, Secure Space and Transit/Buffer Space within buildings.

How to identify fake job advertisements

Please be aware of recruitment scams where people or entities are misusing the name of Lawrence Livermore National Laboratory (LLNL) to post fake job advertisements. LLNL never extends an offer without a personal interview and will never charge a fee for joining our company. All current job openings are displayed on the Career Page under “Find Your Job” of our website. If you have encountered a job posting or have been approached with a job offer that you suspect may be fraudulent, we strongly recommend you do not respond.

To learn more about recruitment scams: https://www.llnl.gov/sites/www/files/2023-05/LLNL-Job-Fraud-Statement-Updated-4.26.23.pdf

Equal Employment Opportunity

We are an equal opportunity employer that is committed to providing all with a work environment free of discrimination and harassment. All qualified applicants will receive consideration for employment without regard to race, color, religion, marital status, national origin, ancestry, sex, sexual orientation, gender identity, disability, medical condition, pregnancy, protected veteran status, age, citizenship, or any other characteristic protected by applicable laws.

Reasonable Accommodation

Our goal is to create an accessible and inclusive experience for all candidates applying and interviewing at the Laboratory.  If you need a reasonable accommodation during the application or the recruiting process, please use our online form to submit a request. 

California Privacy Notice

The California Consumer Privacy Act (CCPA) grants privacy rights to all California residents. The law also entitles job applicants, employees, and non-employee workers to be notified of what personal information LLNL collects and for what purpose. The Employee Privacy Notice can be accessed here.