HR Reports and Analytics Specialist  

The HR Reports & Analytics Specialist is responsible for delivering high-quality workforce insights, maintaining robust HR data foundations, and enabling evidence-based decision-making across the organization. The role ensures the integrity, usability, and strategic value of HR data through advanced reporting, analytics, and continuous process improvement.

Main Tasks

HR Data Governance & Integrity

• Maintain accuracy, consistency, and completeness of employee data across HR systems in alignment with internal standards and data privacy regulations.
• Conduct regular audits, resolve data discrepancies, and implement corrective actions to improve data quality.
• Support HRIS enhancements and upgrades through data validation and ensuring continuity of reporting outputs.

Reporting, Dashboards & Workforce Insights

• Produce timely and accurate HR reports (monthly, quarterly, annual, and ad hoc) covering headcount, recruitment KPIs, attrition, and workforce trends.
• Develop and maintain dashboards using Excel, Power BI, or HRIS tools to support workforce planning and HR operations.
• Translate complex data into actionable insights, visualizations, and clear summaries for stakeholders.
• Establish and refine reporting methodologies, KPIs, and analytics frameworks.

HR COE Function

• Serve as backup for Total Rewards, including performance management and variable payout processes.
• Support recruitment activities and assist in other HR functions as needed.

Talent, Recruitment & Workforce Analytics

• Monitor and analyze recruitment metrics to improve time-to-hire, candidate quality, and process efficiency.
• Support workforce planning, organizational development, and talent management through data-driven insights and scenario modeling.
• Provide analytical inputs for compensation benchmarking, succession planning, performance trends, and employee experience metrics.

HR Technology, Process Optimization & Automation

• Enhance HR processes and reporting frameworks using automation and AI tools.
• Identify opportunities to transition from legacy systems (e.g., Anchor) to more advanced solutions.
• Assess and implement AI use cases across HR functions, ensuring ethical adoption, data privacy compliance, and measurable ROI.
• Collaborate with HR, IT, and cross-functional teams to improve systems, data flow, and user experience.
• Drive continuous improvement by automating manual processes and implementing best-practice analytics standards.
• Promote AI awareness through training, knowledge sharing, and benchmarking against leading organizations.

Technical Support & Subject Matter Expertise

• Act as Super User for HR systems (e.g., Anchor).
• Provide expertise on reporting structures, data models, and system functionality.
• Troubleshoot reporting issues and escalate system-related concerns when needed.
• Guide HR teams on data interpretation, metrics, and analytics approaches.

Strategic Contribution & Project Support

• Provide analytics support for HR strategy, organizational development, and change initiatives.
• Participate in cross-functional projects involving workforce analytics and data modeling.
• Identify trends and opportunities to enhance HR strategies and people processes.

Ad Hoc Analysis & Advanced Data Exploration

• Conduct deep-dive analyses on workforce behaviors (e.g., turnover, engagement, performance, hiring outcomes).
• Perform scenario modeling and simulations to support strategic and executive decision-making.

• Bachelor’s degree
• At least 5 years work experience as HR Generalist with focus on Total Rewards
• Served as a Super User for at least one (1) HR System (HR Anchor, Workday, SAP)
• Experience working in a matrix organization preferably with exposure to Scandinavian business environments
• Detail-oriented, with a strong commitment to accuracy and data integrity
• Analytical and critical thinker, able to interpret complex datasets
• Proactive and solution-oriented, anticipating issues before they arise
• Curious and continuous learner, staying updated on HR analytics best practices
• Resilient and adaptable, able to manage changing priorities and deadlines
• Professional and trustworthy, especially when handling confidential data
• Gets stuff done. Takes initiative. Understands and aligns new initiatives to company strategy. Listens extremely well to uncover business requirements that will help the HR team add value to the business./ Works diligently, ensuring key stakeholders are aligned.
• Works well with others. Knows the nuances of when to let others speak, and when/how to insert oneself without ego and always remain focused on identifying and solving the business problems at hand. Understands that influencing requires winning both hearts and minds.
• Is not afraid to challenge the way things are done. Have a knack for looking at things from new or different perspectives. Willing to challenge how things are done and take the best of the past to build something new and better for the future.
• Identifies with Hoegh Evi’s values (and leadership principles when applicable)