The HR Data Analyst will partner with HR and business leaders to turn workforce data into insights that help inform decisions and improve the employee experience. This role will build and maintain dashboards, reports, and analytics that provide meaningful visibility into key workforce trends and metrics.
Responsibilities
Lead the development, maintenance, and optimization of HR dashboards, scorecards, and automated reporting solutions that provide meaningful insights across the employee lifecycle.
Design, implement, and monitor key performance indicators (KPIs) related to talent acquisition, employee engagement, retention, learning and development, total rewards, and HR operations.
Ensure analytics solutions align with organizational priorities, strategic objectives, and the organization’s Employer of Choice commitment.
Develop data visualizations and reporting tools tailored to both technical and non-technical audiences, enabling leaders to make informed, data-driven decisions.
Conduct complex analyses of workforce data to identify trends, patterns, risks, and opportunities across all areas of Human Resources.
The Human Resources Specialist supports organizational effectiveness by collecting, analyzing, and interpreting human resources data to drive informed business decisions. This role partners with the HR Director and leaders to support workforce planning, recruitment, onboarding, employee retention, compliance, compensation, training, and performance management initiatives.
Compensation
Pay Range: $70,000-90,000 annualized salary.
Responsibilities
Analyze workforce trends and organizational metrics to identify talent gaps, skill gaps, succession planning, retention risks, and workforce needs.
Support talent management initiatives, including performance management, talent reviews, succession planning, career development, and competency framework administration.
Lead the administration and continuous improvement of employee recognition programs.
Conduct compensation analyses, including salary benchmarking, job classification reviews, pay equity assessments, and market comparisons.
Support recruitment and onboarding efforts, including full-cycle recruiting, onboarding program administration, employer branding, and talent pipeline development.
Requirements
Bachelor's degree in Human Resources, Business Administration, Industrial Psychology, Analytics, or a related field
Strategic HR Business Partner supporting leadership across the southeastern United States to drive people strategy and HR initiatives aligned with business goals.
Responsibilities
Collaborate with senior leaders to develop and execute HR strategies
Act as a trusted advisor to all levels of leadership
Partner with leadership to identify people-related challenges
Ensure alignment between business goals and HR initiatives
Support all phases of merger and acquisition activity
Requirements
Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field
Master’s degree or HR certification (e.g., SHRM-SCP, SPHR) is a plus
The Compensation & Benefits Manager supports the administration and ongoing maintenance of the Company’s U.S. compensation and benefits programs, providing analytical support, data reporting, and day-to-day operational assistance.
Responsibilities
Administer and maintain salary structures, pay evaluations, and pay grades, ensuring data accuracy and alignment with internal processes.
Manage annual compensation processes including merit increases, bonus administration, and salary planning cycles.
Conduct market pricing and benchmarking using compensation surveys and available market data.
Support pay equity analyses by gathering data, preparing reports, and assisting with documentation.
Prepare standard compensation reports and dashboards to support internal decision-making.
Provide HR generalist support to Teva’s US Commercial business unit with a focus on the US Innovative Medicines field sales organization.
Compensation
The annual starting salary for this position is between $98,800 - $123,500 annually.
Responsibilities
Establish partnerships across the HR organization including Centers of Expertise and HR Operations to deliver value added service to management and employees.
Works closely with management and employees to review, recommend and implement process improvements relative to onboarding, employee engagement, and retention to accelerate business performance.
Partner with Talent Acquisition to interview, attract and retain top sales talent.
Addresses and resolves employee concerns or conflicts in a proactive and fair manner; partners with our Employee Relations COE for complex cases. Conducts effective, thorough, and objective investigations as appropriate.
In partnership with leaders, facilitates Performance Improvement Plans for employees with below standard performance.
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