The Role
Leads enterprise HR analytics and AI initiatives, including predictive modeling, workforce planning, HR data integration, BI reporting, and responsible AI deployment. Owns the HR analytics data platform, governance, dashboards, and executive insights. Partners with HR, Finance, Operations, and clinical stakeholders to support workforce and organizational decisions. Recruits and develops an analytics and AI team while advancing SQL, programming, machine learning, prompt engineering, and analytics communication capabilities.
Summary Generated by Built In
Job Summary & Responsibilities
- Enterprise HR Analytics & AI Leadership:
- Serve as the single accountable leader for all data analytics and AI initiatives across every HR function -- including talent acquisition, performance management, compensation, learning & development, DEI&B, workforce planning, and employee experience. Define and drive the enterprise people analytics roadmap, evolving capabilities from descriptive reporting to diagnostic, predictive, and prescriptive analytics. Translate workforce data into executive-ready insights that inform HR strategy and organizational health decisions.
- AI & Advanced Analytics Development:
- Lead the identification, evaluation, and responsible deployment of AI and machine learning models in HR -- including predictive attrition modeling, skills gap analysis, workforce planning forecasting, and generative AI tools. Ensure model transparency, fairness, and compliance with HIPAA and applicable regulations.
- Unified HR Data Platform & Integrated Reporting:
- Serve as the functional owner of the HR analytics data infrastructure (including the Enterprise Data Platform, HRIS integrations, and BI tools). Lead the consolidation of all disparate HR data sources -- spanning HRIS, ATS, LMS, payroll, performance, engagement, and workforce planning systems -- into a single, comprehensive reporting framework. Design and deliver a standardized suite of HR reports and dashboards for business consumption at the executive, manager, and operational levels, ensuring consistent definitions, trusted data, and self-service access across the organization. Establish and enforce data governance, quality standards, and access policies in partnership with IT and Data Governance.
- Workforce & Organizational Analytics:
- Deliver insights on workforce planning, succession risk, skills inventory, employee lifetime value, and wellbeing analytics. Support value-based care program analytics, quality payment models, and sponsor/pharmacy reporting. Partner with Finance, Medical Management, and Clinical Operations on provider and population health workforce analyses.
- Stakeholder Partnership & Business Intelligence Delivery:
- Act as the primary point of contact for HR analytics and AI across the organization. Partner with HR leadership, Finance, Operations, and business unit leaders to understand reporting needs and translate them into a comprehensive, standardized set of reports and insights for business consumption. Champion analytics literacy, embedding data-driven practices into strategic planning and operational execution. Deliver compelling data presentations and narratives to audiences ranging from frontline managers to the executive team.
- Team Development & Analytics Capability Building:
- Recruit, develop, and retain a high-performing HR analytics and AI team. Foster a culture of continuous learning, analytical thinking, and AI fluency. Build skill progressions across the team covering SQL, Python/R, ML fundamentals, prompt engineering, and business communication.
- Other Duties/Functions:
- Performs all other miscellaneous responsibilities and duties as assigned or directed.
#LI-Hybrid
Preferred Qualifications- Bachelor's degree in Data Science, Statistics, Information Systems, Human Resources, Business, or a related analytical field and five years of progressive experience in data analytics, people analytics, or workforce intelligence, with at least three years in a healthcare or insurance environment; or an equivalent combination of education and experience.
- Five years hands-on experience with analytics tools and techniques: SQL, Python or R, BI platforms (Tableau, Power BI, or equivalent), and cloud data platforms.
- Three years building or managing data/analytics teams.
- Demonstrated experience developing or operationalizing predictive or machine learning models in a production environment.
- Experience with HR systems and people data (Workday, SAP SuccessFactors, or equivalent HRIS/HCM platforms).
- Intermediate working knowledge of Microsoft applications, including but not limited to Word, Excel, Outlook, and PowerPoint.
Skills Required
- Bachelor's degree in Data Science, Statistics, Information Systems, Human Resources, Business, or a related analytical field, plus five years of progressive experience in data analytics, people analytics, or workforce intelligence, including three years in healthcare or insurance; or equivalent education and experience.
- Five years of hands-on experience with SQL, Python or R, BI platforms such as Tableau or Power BI, and cloud data platforms.
- Three years of experience building or managing data and analytics teams.
- Experience developing or operationalizing predictive or machine learning models in a production environment.
- Experience with HR systems and people data, including Workday, SAP SuccessFactors, or equivalent HRIS/HCM platforms.
- Intermediate working knowledge of Microsoft Word, Excel, Outlook, and PowerPoint.
HMSA Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about HMSA and has not been reviewed or approved by HMSA.
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Healthcare Strength — Medical and dental coverage are described as solid, with preventive services and select zero‑cost features adding value in recent plan years. Employer-sponsored plans can have affordable premiums in certain groups and broad access options.
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Retirement Support — A 401(k) with company match and potential discretionary contributions forms a strong component of total rewards. Retirement support complements the core medical and dental package.
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Leave & Time Off Breadth — Paid holidays and PTO that increases with tenure provide meaningful time‑off flexibility. Time‑away benefits scale with service length.
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The Company
What We Do
The Hawaii Medical Service Association (HMSA), an independent licensee of the Blue Cross and Blue Shield Association, is a reliable name in Hawaii health care. Established in 1938, we are the largest and most experienced provider of health care coverage in the state. Over half of Hawaii’s population have chosen HMSA for their health care coverage. We are dedicated to providing quality, affordable health plans; employee benefit services; and worksite wellness programs. HMSA also offers a variety of programs, services and support to help improve the health and well-being of our members and community.
