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Hr Analyst Jobs in Spring, TX (NOW HIRING)

DataAnnotation

Treasury Analyst - AI Trainer

Conroe, TX · Remote

$50 - $100/hr

Projects are paid hourly starting at $50-$100+/hr, with bonus rates available on some projects ... Proficient in financial analysis, financial modeling, data analysis, and other reasoning exercises ...

DataAnnotation

Treasury Analyst - AI Trainer

Houston, TX · Remote

$50 - $100/hr

Projects are paid hourly starting at $50-$100+/hr, with bonus rates available on some projects ... Proficient in financial analysis, financial modeling, data analysis, and other reasoning exercises ...

DataAnnotation

Treasury Analyst - AI Trainer

Pasadena, TX · Remote

$50 - $100/hr

Projects are paid hourly starting at $50-$100+/hr, with bonus rates available on some projects ... Proficient in financial analysis, financial modeling, data analysis, and other reasoning exercises ...

Kellton Tech

QC Micro EM Analyst II

Houston, TX · On-site

$25 - $33/hr

Houston, TX (Onsite) Pay Range: $25-33/hr. on W2 Shift: 1st Shift (Wednesday - Saturday) Experience ... Contribute to revising SOPs, deviation reports, trend analyses, and corrective actions * Execute ...

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All JobsHr Analyst JobsHr Analyst Jobs in Spring, TX

Hr Analyst information

See Spring, TX salary details

$29.8K

$70.2K

$103.2K

How much do hr analyst jobs pay per year?

As of Aug 14, 2026, the average yearly pay for hr analyst in Spring, TX is $70,161.00, according to ZipRecruiter salary data. Most workers in this role earn between $53,800.00 and $84,500.00 per year, depending on experience, location, and employer.

Is a HR analyst a good career?

A HR analyst is a valuable role that involves analyzing employee data, HR metrics, and workforce trends to support organizational decision-making. It typically requires strong analytical skills, proficiency with HR software, and knowledge of employment laws, making it a stable and growing career option in human resources. Career growth can include advancing to HR management or specialized analytics roles.

What is the difference between Hr Analyst vs HR Specialist?

AspectHR AnalystHR Specialist
Required CredentialsBachelor's degree in HR, Business, or related field; HR certificationsBachelor's degree; HR certifications often preferred
Work EnvironmentData analysis, reporting, strategic planningEmployee relations, recruitment, onboarding
Employer & Industry UsageUsed across industries for data-driven HR functionsCommon in organizations with dedicated HR departments
Search & Comparison IntentFocus on data analysis and HR metricsFocus on employee management and recruitment

While both roles are integral to HR operations, HR Analysts primarily focus on analyzing HR data and metrics to inform strategic decisions. HR Specialists handle employee relations, recruitment, and HR processes. The roles often overlap but differ in their core functions and daily tasks.

How much do HR analysts make in the US?

HR analysts in the US typically earn a median annual salary of around $65,000 to $75,000, with variations based on experience, location, and industry. Entry-level positions may start lower, while experienced analysts or those with specialized skills can earn over $85,000 annually.

What does an HR analyst do?

An HR analyst collects and analyzes data related to human resources processes, such as employee performance, turnover, and recruitment metrics. They use tools like Excel or HR software to identify trends, support decision-making, and improve HR strategies within organizations.

What are the key skills and qualifications needed to thrive as an HR analyst, and why are they important?

To thrive as an HR Analyst, you need strong analytical skills, proficiency in HR processes, and a bachelor's degree in human resources, business, or a related field. Familiarity with HR information systems (HRIS), advanced Excel skills, and data visualization tools like Tableau or Power BI are typically required. Attention to detail, problem-solving ability, and effective communication help you interpret data and present actionable insights. These competencies are essential for driving data-driven decisions that improve workforce planning and organizational effectiveness.

Do HR analysts need a degree?

HR analysts typically benefit from a bachelor's degree in human resources, business, or related fields, which provides foundational knowledge of employment laws, data analysis, and HR practices. While some positions may accept relevant experience or certifications in HR or data analysis, a degree is often preferred for entry-level roles and career advancement.

What are some common challenges HR analysts face when working with large datasets, and how can they overcome them?

HR Analysts often work with vast amounts of employee data, which can present challenges such as ensuring data accuracy, maintaining confidentiality, and integrating information from multiple sources. To overcome these issues, analysts typically use advanced HR information systems, establish clear data validation processes, and collaborate closely with IT and data security teams. Developing strong analytical skills and staying updated on best practices in data management also helps HR Analysts handle complex datasets effectively.

What are popular job titles related to Hr Analyst jobs in Spring, TX?

For Hr Analyst jobs in Spring, TX, the most frequently searched job titles are:

What job categories do people searching Hr Analyst jobs in Spring, TX look for?

The top searched job categories for Hr Analyst jobs in Spring, TX are:

What cities near Spring, TX are hiring for Hr Analyst jobs?

Cities near Spring, TX with the most Hr Analyst job openings:

Hr Analyst jobs near you
Infographic showing various Hr Analyst job openings in Spring, TX as of August 2026, with employment types broken down into 55% Full Time, and 45% Part Time. Highlights an 60% In-person, and 40% Remote job distribution, with an average salary of $70,161 per year, or $33.7 per hour.

Senior Advisor, Organizational Effectiveness and Experience

Phillips 66

Houston, TX • On-site

Full-time

Medical, Dental, Vision, Retirement

Posted 5 days ago

Phillips 66 rating

7.2

Company rating: 7.2 out of 10

Based on 87 frontline employees who took The Breakroom Quiz

51st of 86 rated oil and gas companies

Job description

Phillips 66 & YOU - Together we can fuel the future
The Senior Advisor, Organizational Effectiveness and Experience helps strengthen organizational health and enterprise effectiveness by turning workforce insight, employee feedback, and business context into clear actions. You will partner across Human Resources, senior leaders, and cross-functional teams to diagnose challenges, shape practical recommendations, and help advance work that improves culture, leadership effectiveness, employee experience, and business outcomes.
What You'll Do
  • Lead enterprise organizational health and effectiveness assessments using leader input, employee listening, workforce data, and business context.
  • Uncover and diagnose trends, root causes, risks, and opportunities impacting organizational performance and experience.
  • Build stronger, more predictive insight on engagement, retention, effectiveness, and workforce trends.
  • Translate qualitative and quantitative information into practical insights and recommendations.
  • Develop executive-ready summaries, dashboards, and reporting materials that improve decision quality.
  • Partner with senior leaders, HR Business Partners, and Centers of Excellence to connect organizational diagnosis to action.
  • Support operating model, organizational design, workforce planning, and change initiatives.
  • Evaluate solutions against business needs and measure outcomes to determine effectiveness and identify remaining risks or opportunities.
  • Drive cross-functional coordination to shape and execute enterprise organizational health priorities.
  • Align people strategy with business strategy through data-driven recommendations and action plans.
  • Develop scalable frameworks, tools, and approaches for insight generation, measurement, and continuous improvement.
  • Support enterprise change and transformation efforts by aligning culture, leadership, communication, and organizational effectiveness practices.
  • Build trusted relationships across stakeholders and teams.
  • Facilitate thoughtful conversations and collaborative problem-solving sessions.
  • Present recommendations clearly and influence action without formal authority in complex and ambiguous environments.
  • Execute culture-shaping initiatives that elevate the employee experience and drive business outcomes.

What You'll Bring - Required
  • Legally authorized to work in the job posting country
  • Bachelor's degree in Human Resources, Organizational Development, Organizational Psychology, Industrial and Organizational Psychology, Business, Data Analytics, Statistics, Economics, or a related field
  • 6 or more years of experience in organizational effectiveness, organizational development, people analytics, workforce analytics, employee experience, HR consulting, change management, project management or a related discipline
  • 1 or more years of experience independently consulting with leaders and HR partners on organizational or workforce challenges
  • 1 or more years of experience analyzing workforce, employee, engagement, or organizational health data and translating findings into actionable recommendations
  • 1 or more years of experience building dashboards, executive summaries, presentations, or analytical readouts using workforce or organizational data

What Makes You Stand Out - Preferred
  • Experience in a large, complex organization supporting enterprise organizational effectiveness, workforce insight, culture, transformation, or employee listening work
  • Experience using Power BI, Tableau, Qualtrics, Glint, Medallia, Viva Glint, Culture Amp, or similar analytics and employee listening tools
  • Experience with SQL, Python, R, or comparable analytical tools, methods, and data storytelling approaches
  • Experience supporting enterprise change, transformation, organizational design, operating model, workforce planning, or culture initiatives
  • Familiarity with employee listening platforms, HRIS data, data governance practices, advanced insight development, and measurement of organization-level outcomes
  • Experience coaching others, strengthening team capability, or providing specialized training in an area of HR, analytics, organizational effectiveness, or change expertise
  • Experience independently consulting with leaders and HR partners on organizational, workforce, employee experience, or culture-related challenges
  • Experience analyzing workforce, engagement, retention, sentiment, skills, or organizational health data and translating findings into actionable recommendations
  • Experience building dashboards, executive summaries, presentations, analytical readouts, or decision materials using workforce or organizational data
  • Strong analytical, problem-solving, organizational diagnostic, written communication, verbal communication, facilitation, and presentation skills
  • Ability to manage multiple priorities, work independently, and drive work forward in a fast-paced environment
  • Ability to influence across functions, provide guidance, and lead through ambiguity without formal authority

Compensation Range
This position has a base salary range of $140,400- $171,600.
At Phillips 66, we are committed to pay transparency and competitive, equitable compensation. Each role is assigned a salary grade with a defined pay range, benchmarked against industry peers. Where a candidate offer falls within the posted range depends on the candidate's experience, skills, and alignment with the role's requirements. Offers are made to ensure internal equity and market competitiveness. Our compensation programs are designed to reward performance and support career growth.
Total Rewards
At Phillips 66, providing access to high quality programs and care for you and your family is important to us. Maintaining a culture of well-being - physical, emotional, social, and financial - is essential for a high-performing organization. When we are at our best, we are poised to deliver exceptional results - personally and professionally. Benefits for certain eligible, full-time employees include:
  • Annual Variable Cash Incentive Program (VCIP) bonus
  • 8% 401k company match
  • Cash Balance Account pension
  • Medical, Dental, and Vision benefits with an annual company contribution to a Health Savings Account for employees on HDHP
  • Total well-being programs and incentives, including Employee Assistance Plan, well-being reimbursement, and backup family care services

Learn more about Phillips 66 Total Rewards.
Phillips 66 has more than 140 years of experience in providing the energy that enables people to dream bigger and go farther, faster. We are committed to improving lives, and that is our promise to our employees and our communities. We are sustained by the backgrounds and experiences of our diverse teams, which reflect who we are, the environment we create and how we work together. We have been recognized by the Human Rights Campaign, U.S. Department of Labor and the Military Times for our continued commitment to inclusive practices and policies in the hiring and retention of those in the LGBTQ+ community and military veterans. Our company is built on values of safety, honor and commitment. We call our cultural mindset Our Energy in Action, which we define through four simple, intuitive behaviors: We work for the greater good, cultivate an environment of trust, seek different perspectives and pursue excellence.
Learn more about Phillips 66 and how we are working to meet the world's energy needs today and tomorrow, by visiting phillips66.com.
To be considered
In order to be considered for this position you must complete the entire application process, which includes answering all prescreening questions and providing your eSignature on or before the requisition closing date of 08/26/2026.
Candidates for regular U.S. positions must be a U.S. citizen or national, or an alien admitted as permanent resident, refugee, asylee or temporary resident under 8 U.S.C. 1160(a) or 1255(a)(1). Individuals with temporary visas such as E, F-1, H-1, H-2, L, B, J, or TN or who need sponsorship for work authorization now or in the future, are not eligible for hire.
Phillips 66 is an Equal Opportunity Employer

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