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.
Lead the execution and delivery of Visa’s enterprise-wide Strategic Workforce Planning transformation program, modernizing workforce planning with AI and agile practices.
Compensation
For roles located in the US, the estimated salary range for this position is $TBD to $TBD USD per year, which may include potential sales incentive payments (if applicable). Salary may vary depending on job-related factors which may include knowledge, skills, experience, and location. In addition, this position may be eligible for bonus and equity.
Responsibilities
Lead end-to-end delivery of the integrated Strategic Workforce Planning transformation program on time, within scope, and on budget
Translate strategy into action by converting priorities into clear workplans with objectives, milestones, and dependencies
Orchestrate cross-functional delivery across People, Finance, Technology, and regional teams
Serve as the central coordination point for stakeholders, ensuring alignment, accountability, and clear communication at all levels
Establish and drive program governance, including steering committees, decision gates, escalation paths, and reporting cadences
Requirements
Bachelor Degree
Advanced Degree (Masters, MBA, JD, MD)
PhD
Nice to have: Experience designing or deploying AI agents and agentic workflows in enterprise processes
Nice to have: Experience driving large transformation programs or strategic initiatives
Lead and manage HR functions for the GBS Mexico Hub, partnering with local, regional and global leaders to deliver people strategies and talent programs.
Responsibilities
Lead end-to-end employee lifecycle including onboarding, engagement, retention, succession planning and offboarding
Partner with senior leaders and GBS Leadership Team to align people strategies with business priorities
Drive talent management processes including performance management, succession planning, talent reviews and leadership development
Support organizational effectiveness, culture and employee engagement initiatives across the GBS organization
Advise leaders on employee relations, organizational design, change management and complex workforce decisions
Requirements
Bachelor's degree in Human Resources, Labor Law, Psychology or a related field
HR Reporting Analyst leads the design, delivery, and continuous improvement of enterprise HR reporting solutions that provide accurate, timely, and actionable workforce information. The role owns complex recurring and ad hoc reporting, translates stakeholder requirements into scalable reporting products, and applies strong controls across data extraction, transformation, validation, visualization, and distribution.
Responsibilities
Lead complex recurring, cyclical, compliance, and ad hoc HR reporting through delivery, documentation, and stakeholder acceptance.
Consult with HR Centers of Excellence, HR leadership, and business stakeholders to clarify reporting needs, define measures, and recommend fit-for-purpose reporting approaches.
Create and communicate workforce metrics covering headcount, workforce movement, hiring, exits, turnover, demographics, organizational structure, and other approved people measures.
Convert business questions into clear report specifications, data definitions, validation criteria, and sustainable delivery plans.
Present findings and reporting considerations clearly to technical and non-technical audiences, including senior stakeholders.
Lead Best Buy’s enterprise workforce intelligence and analytics capability, delivering actionable insights, predictive forecasting and decision support to optimize talent and business outcomes.
Responsibilities
Lead the enterprise workforce intelligence function, translating business strategy into workforce insights, forecasts, capability requirements and executive recommendations.
Establish the roadmap, standards and governance for trusted workforce data, metrics, analytics and responsible AI-enabled decision support.
Deliver predictive and prescriptive analytics, scenario modeling, workforce segmentation and skills intelligence to identify risks, gaps and opportunities.
Partner with HR and enterprise leaders to quantify workforce value, productivity, investment effectiveness and links to customer, operational and financial performance.
Build organizational data literacy and drive adoption of workforce intelligence, new tools and evidence-based ways of working across the enterprise.
Requirements
Bachelor’s degree or equivalent experience
Nice to have: skills intelligence
Nice to have: skills-based workforce planning
Nice to have: workforce analytics products
Nice to have: integrated workforce and business intelligence
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