Can you describe your experience with HRIS and analytics platforms?

I have experience working with HRIS and analytics platforms such as SAP SuccessFactors and Workday. In my previous role, I was responsible for managing and analyzing HR data to provide insights on workforce trends and inform leadership decisions. I also developed and implemented analytical solutions for talent management and employee engagement. I have strong analytical and problem-solving skills, as well as proficiency in data visualization tools like Tableau. Additionally, I have used statistical software such as R and have a high level of proficiency in Excel.

In my previous role as a HR Analyst, I worked extensively with HRIS platforms like SAP SuccessFactors and Workday. I managed and analyzed HR data to provide insights on workforce trends and inform leadership decisions. For example, I developed a reporting system that tracked employee turnover and identified key retention drivers. I also created dashboards using Tableau to visualize recruitment metrics and monitor the effectiveness of talent acquisition strategies. Additionally, I utilized statistical software like R to conduct regression analyses and identify predictors of employee performance. I have a deep understanding of statistical concepts and am proficient in Excel for data manipulation and analysis. My experience has also honed my communication and interpersonal skills, as I regularly presented insights and recommendations to senior leadership.

As a People Analytics Manager at my previous company, I led a team that successfully implemented SAP SuccessFactors as our HRIS platform. I oversaw the migration of employee data, designed and implemented new HR processes, and trained HR staff on using the system. This improved data accuracy and streamlined our HR operations. In terms of analytics, I developed advanced forecasting models using predictive analytics to identify key drivers of employee turnover and forecast future hiring needs. These models helped our company proactively address attrition and reduce recruitment costs. To visualize and present our findings, I created interactive dashboards using Tableau, which allowed stakeholders to easily explore and understand the data. Additionally, I conducted advanced statistical analyses using R and developed predictive models to identify high-potential employees for leadership development programs. I also regularly presented insights and recommendations to senior leadership, contributing to more data-driven decision-making within the HR function.