The Sr Workforce Data Analyst will play a critical role in building and strengthening the foundation of workforce analytics by developing and maintaining the data models, tools, systems, and processes necessary to improve how HR and workforce data is captured, structured, integrated, governed, and utilized.
This role will work across current and legacy HCM and other organizational data sources to create reliable and scalable datasets that support reporting, dashboards, automation, and workforce analytics. The analyst will partner closely with the Senior Workforce Analyst, HR & Payroll Systems team, IT, and other business partners to ensure workforce data is accurate, secure, well-structured, and readily available for analytical use.
As workforce analytics capabilities continue to expand, this position will help identify opportunities to streamline manual processes, improve data accessibility, and leverage Microsoft technologies including Microsoft Fabric, Power BI, Power Automate, SharePoint, and related tools to support more efficient and sustainable reporting and analytics solutions.
Responsibilities
- Develop, maintain, and enhance workforce data structures, models, and processes supporting HR reporting, dashboards, analytics, and broader organizational metrics.
- Manage and transform data from current and legacy HCM, payroll, workforce management, recruiting, compensation, and other organizational sources into reliable, analytics-ready datasets.
- Build and support scalable data and automation solutions using tools such as Microsoft Fabric, Power BI, Power Automate, SharePoint, and related technologies.
- Partner with the Senior Workforce Analyst to support reporting, dashboard development, data visualization, and the expansion of workforce metrics and analytical capabilities.
- Translate business and reporting requirements into appropriate data models, governed datasets, repeatable processes, and automated solutions.
- Perform data validation, reconciliation, and root-cause analysis to ensure workforce data is accurate, complete, consistent, and appropriately represented over time.
- Support workforce data governance, including data definitions, mappings, lineage, documentation, access controls, privacy, security, and appropriate use of sensitive employee and payroll information.
- Identify opportunities to simplify, automate, and improve existing reporting, data-management, and business processes.
- Partner across HR, Payroll, Workforce Analytics, IT, Finance, and other business areas to integrate new data sources and support evolving organizational reporting and analytics needs.
- Support HCM implementations, integrations, conversions, historical data initiatives, and other projects requiring workforce data expertise.
- Demonstrate commitment to Company's Code of Business Conduct and Ethics, and apply knowledge of compliance policies and procedures, standards and laws applicable to job responsibilities in the performance of work.
- Bachelor's degree in Data Analytics, Information Systems, Business, Human Resources, Computer Science, or a related field, or equivalent relevant experience.
- Demonstrated experience working with complex datasets and developing data structures, models, or processes to support reporting and analytics.
- Experience extracting, transforming, integrating, and validating data from multiple systems or data sources.
- Strong understanding of data modeling, data relationships, data quality, data governance, and data integrity principles.
- Experience with business intelligence and data visualization tools, preferably Microsoft Power BI.
- Experience with or working knowledge of Microsoft Fabric, Power Automate, SharePoint, Power Query, or other Microsoft data and automation tools.
- Ability to develop scalable and repeatable data processes that reduce manual reporting and improve data accessibility and reliability.
- Experience supporting HR, payroll, workforce management, or other employee-related data is strongly preferred.
- Understanding of the sensitivity of HR and payroll data, including appropriate data security, confidentiality, privacy, and role-based access practices.
- Strong analytical and problem-solving skills, including the ability to investigate data discrepancies, identify root causes, and recommend solutions.
- Ability to translate business and reporting requirements into effective data, reporting, automation, or process solutions.
- Strong attention to detail with demonstrated ability to maintain accuracy when working with large or complex datasets.
- Ability to document data definitions, mappings, transformations, business rules, and processes.
- Strong communication and collaboration skills with the ability to work effectively across HR, Payroll, IT, Finance, and other business functions.
- Ability to manage multiple priorities and adapt to evolving systems, technologies, reporting needs, and organizational requirements.
Preferred Qualifications
- Experience with UKG Pro, ADP, or another enterprise HCM/payroll platform.
- Experience with SQL, ETL/ELT processes, semantic models, dataflows, data warehouses, or lakehouse environments.
- Experience supporting HCM implementations, data conversions, system integrations, or historical workforce data.
- Experience combining HR data with Finance, Operations, or other enterprise data sources.
- Familiarity with dimensional modeling and the development of governed datasets for enterprise analytics.
Skills Required
- Bachelor's degree in Data Analytics, Information Systems, Business, HR, Computer Science, or equivalent experience
- Demonstrated experience working with complex datasets and developing data structures, models, or processes for reporting and analytics
- Experience extracting, transforming, integrating, and validating data from multiple systems or data sources (ETL/ELT)
- Strong understanding of data modeling, data relationships, data quality, data governance, and data integrity principles
- Experience with business intelligence and data visualization tools, preferably Microsoft Power BI
- Experience with or working knowledge of Microsoft Fabric, Power Automate, SharePoint, Power Query, or other Microsoft data and automation tools
- Experience supporting HR, payroll, workforce management, or other employee-related data
- Experience with UKG Pro, ADP, or another enterprise HCM/payroll platform
- Experience with SQL, semantic models, dataflows, data warehouses, or lakehouse environments
- Experience supporting HCM implementations, data conversions, and system integrations
- Familiarity with dimensional modeling and developing governed datasets for enterprise analytics
- Strong communication, documentation, collaboration, attention to detail, and ability to manage multiple priorities
PMA Companies Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about PMA Companies and has not been reviewed or approved by PMA Companies.
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Leave & Time Off Breadth — Time off is described as generous, with a sizable PTO bank and a broad paid-holiday schedule. Feedback suggests the ability to accrue and use substantial leave is a standout element of the package.
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Retirement Support — Retirement support includes a 401(k) with company contributions and immediate vesting on certain employer dollars. Profit-sharing and automatic eligibility are positioned as meaningful additions to total rewards.
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Flexible Benefits — Benefits are organized in a cafeteria-style format with multiple medical plan choices, HSA options, FSAs, and a broad set of voluntary coverages. Feedback suggests this flexibility enables tailoring coverage to individual needs.
PMA Companies Insights
What We Do
PMA Companies provides risk management solutions and services, specializing in workers’ compensation and offering property & casualty insurance, in the United States. Headquartered in Blue Bell, PA, PMA Companies is a member of Old Republic Companies. Old Republic International Corporation (NYSE: ORI) is one of the nation’s 50 largest publicly held insurance organizations. PMA Companies includes: PMA Insurance Group, specializing in workers’ compensation, and providing other commercial property & casualty insurance products; and PMA Management Corp. and PMA Management Corp. of New England, providing results-driven TPA and Risk Services specializing in workers’ compensation and liability. We maintain a large client retention rate of 90% or higher and a client satisfaction rate of 96% per an independent survey. At PMA, we still build relationships the "old-fashioned way." Our clients know we care. They know we say what we do and do what we say. And they know that they can count on us to deliver tangible value to their business and to work passionately on their behalf.
