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Bronson Methodist Hospital

Southwest Michigan health system

Senior HR Data Analytics Partner

Full-TimeUpdated on 10/22/2026
No salary listed
Senior
Bachelor's, Master's
Portage, MI, USA
In PersonOffice-based at the Portage office.
Data & AnalyticsData Analysis, Business Intelligence

About the job

Requirements
  • A bachelor's degree in Data Analytics, Business Analytics, Human Resources, Finance, Economics, Statistics, Business Administration, Healthcare Administration, Information Systems, or a related field is required; a master's degree is preferred.
  • At least five years of progressively responsible experience in data analytics, business intelligence, HR analytics, project management, Finance, Human Resources, healthcare analytics, or a related field.
  • Demonstrated experience analyzing large and complex datasets, validating data, identifying data-quality issues, and translating findings into meaningful business insights.
  • Experience developing dashboards and visualizations using Power BI or comparable tools.
  • Experience coordinating complex, cross-functional projects.
Responsibilities
  • Collect, integrate, validate, analyze, and interpret data from multiple HR systems and functions.
  • Identify trends, relationships, risks, opportunities, and emerging workforce issues.
  • Connect recruitment, retention, compensation, benefits, engagement, turnover, learning, and workforce demographics to develop a comprehensive view of workforce performance.
  • Conduct trend, variance, comparative, and root-cause analyses.
  • Develop meaningful HR metrics, key performance indicators, benchmarks, and comparative analyses using internal and external data.
  • Shift HR analytics from retrospective reporting toward predictive and forward-looking workforce insights.
  • Perform ad hoc analyses in response to emerging workforce and business questions.
  • Convert complex datasets into concise, executive-ready narratives.
  • Develop presentations that combine data, visualizations, key findings, and implications.
  • Identify the most important insights rather than simply presenting large volumes of data.
  • Provide context so leaders understand the significance of trends and variances.
  • Present alternative interpretations when data does not support a single conclusion.
  • Tailor analytical presentations for HR leaders, operational leaders, senior executives, and other audiences.
  • Use data storytelling to support informed decision-making while avoiding unsupported conclusions.
  • Design, develop, and maintain Power BI dashboards and other analytical tools.
  • Create executive and operational dashboards that provide timely visibility into critical workforce measures.
  • Integrate information from multiple HR data sources into meaningful reporting.
  • Develop standardized reporting templates, scorecards, and automated recurring reports.
  • Improve access to HR information while maintaining appropriate data security.
  • Partner with HRIS and IT to enhance data integration and reporting capabilities.
  • Continuously evaluate opportunities to improve the efficiency, accuracy, and usefulness of HR reporting.
  • Establish processes to validate data before analysis or executive reporting.
  • Reconcile information across HRIS, payroll, benefits, compensation, recruiting, learning, vendor, and financial systems.
  • Identify discrepancies, anomalies, missing information, and inconsistent definitions.
  • Partner with HRIS and HR functional leaders to resolve data-quality issues.
  • Establish standardized definitions for key HR measures and metrics.
  • Document data sources, methodologies, assumptions, and limitations.
  • Develop repeatable quality-control procedures for recurring HR reports and dashboards.
  • Distinguish clearly between facts, assumptions, correlations, and conclusions.
  • Communicate when available data is insufficient to support a definitive conclusion.
  • Maintain confidentiality and security of employee and workforce information.
  • Analyze medical, pharmacy, dental, and other benefit utilization and cost trends.
  • Evaluate employee and employer contributions, plan design modeling, affordability, and vendor performance.
  • Identify emerging benefit cost drivers and assess the financial impact of proposed benefit changes.
  • Support market competitiveness analysis, salary structures, internal equity, pay compression, and compensation trends.
  • Conduct workforce cost modeling, benchmarking, and financial impact assessments for proposed compensation changes.
  • Provide analytical support for 403(b), 401(k), and other retirement programs.
  • Evaluate vendor performance, program changes, compliance-related data, and plan modeling.
  • Analyze time-to-fill, time-to-start, vacancy rates, candidate pipelines, source effectiveness, recruiting costs, and offer acceptance.
  • Evaluate hard-to-fill positions, new-hire turnover, and recruitment trends by job family, location, and department.
  • Support predictive analytics related to retirement, regrettable turnover, and long-term vacancies.
  • Analyze inquiry volume, case types, response times, service-level performance, repeat inquiries, escalations, and customer experience.
  • Identify opportunities for self-service, automation, and process improvement.
  • Evaluate program participation, completion rates, mandatory training compliance, leadership development, onboarding, and learning utilization.
  • Assess program effectiveness and relationships between learning interventions and workforce outcomes.
  • Support analysis of headcount, full-time equivalent trends, turnover, retention, vacancy rates, workforce demographics, span of control, overtime, premium labor, contingent labor, absenteeism, engagement, productivity, succession, talent management, workforce planning, and labor costs.
Desired Qualifications
  • Experience working with senior leaders and developing executive-level presentations.
  • Human Resources or healthcare experience.

About the company

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Bronson Methodist Hospital

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Bronson Methodist Hospital is a nonprofit health system serving southwest Michigan. The system provides hospital, primary, specialty, emergency, outpatient, rehabilitation, and community health services through regional care locations. It serves patients, families, clinicians, referring providers, and communities throughout southwest Michigan. Its operating model centers on coordinated hospitals and practices supported by clinical programs, technology, facilities, supply chain, and administration. Teams work across nursing, physicians, allied health, rehabilitation, technology, facilities, administration, and patient access. Work depends on coordination among clinical, operational, technical, and support teams across its care settings and communities.

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