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Hr Analytics Jobs in Oregon (NOW HIRING)

Industrial Electric Manufacturing

HR Systems Analyst

OR · On-site +1

... Analytics, and IT; clarify requests and communicate status. * Complete assigned configuration ... UKG or other HR-technology certifications. * Applicant tracking, onboarding, learning, performance ...

BlueLabs, Inc.

Director, Political & Commercial Insights

OR · On-site +1

$140K - $160K/yr

  • Medical

  • Retirement

  • PTO

... analytics with storytelling What recruitment looks like: We strive to hire efficiently and transparently. To get there, we anticipate the successful candidate will complete four interview rounds (HR ...

Levi Strauss & Co.

Senior Financial Analyst, FP&A

Eugene, OR · On-site

$80K - $117K/yr

  • Medical

  • Retirement

  • PTO

Partner with Corporate HR, US Wholesale, Retail, eCommerce, and corporate leaders to support ... Analyze monthly financial results, identify key drivers of variances, and provide relevant ...

Vista Equity Partners Management

This is an individual contributor role with a dedicated support across HR, Finance, the Value Creation Team (VCT), and OneVista. The Business Analyst will work closely with both business and ...

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All JobsHr Analytics JobsHr Analytics Jobs in Oregon

Hr Analytics information

See Oregon salary details

$35.4K

$83.4K

$122.6K

How much do hr analytics jobs pay per year?

As of Aug 20, 2026, the average yearly pay for hr analytics in Oregon is $83,358.00, according to ZipRecruiter salary data. Most workers in this role earn between $64,000.00 and $100,400.00 per year, depending on experience, location, and employer.

What is HR Analytics?

HR analytics, also known as people analytics, is the process of collecting, analyzing, and interpreting data related to human resources in order to improve workforce performance and organizational outcomes. It involves using data-driven methods to gain insights into areas such as recruitment, employee engagement, retention, and productivity. HR analytics helps organizations make informed decisions about their workforce by identifying trends, predicting future outcomes, and measuring the effectiveness of HR initiatives.

What are the key skills and qualifications needed to thrive as an HR Analytics professional?

To thrive as an HR Analytics professional, you need strong data analysis skills, a solid understanding of HR processes, and a relevant degree such as in human resources, statistics, or business. Proficiency in HR information systems (HRIS), data visualization tools (like Tableau or Power BI), and statistical software (such as R or Python) is typically required, along with certifications in analytics or HR. Critical thinking, effective communication, and problem-solving are essential soft skills for translating data insights into actionable HR strategies. These capabilities are vital for making data-driven decisions that optimize workforce planning and organizational performance.

How does an HR Analytics professional typically collaborate with other departments to drive data-informed decisions?

HR Analytics professionals often work closely with teams such as talent acquisition, learning and development, and business operations to translate workforce data into actionable insights. They regularly participate in cross-functional meetings to understand departmental challenges and provide data-driven recommendations for improving employee engagement, retention, and productivity. By creating dashboards and reports tailored to different stakeholders, HR Analytics specialists help ensure that people-related strategies align with broader business goals, fostering a culture of evidence-based decision-making.

What is the difference between Hr Analytics vs HR Data Analyst?

AspectHr AnalyticsHR Data Analyst
Primary FocusStrategic insights and decision-making based on HR dataData collection, cleaning, and analysis of HR datasets
Skills RequiredData analysis, HR knowledge, strategic thinkingData analysis, statistical skills, HR understanding
Tools UsedAdvanced analytics tools, BI platformsExcel, SQL, statistical software
Work EnvironmentStrategic teams, HR departments, analytics projectsHR departments, data teams, reporting tasks

While both roles involve working with HR data, Hr Analytics focuses on deriving strategic insights to influence HR policies and business decisions. HR Data Analysts primarily handle data collection and analysis tasks. The roles often overlap but differ in scope and strategic impact.

Are HR analysts in demand?

HR analysts are in high demand as organizations increasingly rely on data-driven decision-making to improve workforce management, recruitment, and employee engagement. Skills in data analysis, HRIS systems, and tools like Excel or Tableau enhance job prospects in this field, which is expected to grow alongside the expanding use of HR analytics across industries.

Does HR analytics pay well?

HR analytics professionals typically earn competitive salaries that vary based on experience, education, and location. Entry-level roles may start around $60,000 annually, while experienced analysts with advanced skills in data analysis and tools like Excel or Tableau can earn over $100,000 per year.

What do HR analytics do?

HR analytics involves collecting and analyzing workforce data to improve HR decision-making, such as talent acquisition, employee engagement, and retention strategies. HR analysts use tools like Excel, HRIS systems, and data visualization software to identify trends and support strategic planning.

What are the most commonly searched types of Hr Analytics jobs in Oregon?

The most popular types of Hr Analytics jobs in Oregon are:

What are popular job titles related to Hr Analytics jobs in Oregon?

For Hr Analytics jobs in Oregon, the most frequently searched job titles are:

What job categories do people searching Hr Analytics jobs in Oregon look for?

The top searched job categories for Hr Analytics jobs in Oregon are:

What cities in Oregon are hiring for Hr Analytics jobs?

Cities in Oregon with the most Hr Analytics job openings:

Hr Analytics jobs near you
Infographic showing various Hr Analytics job openings in Oregon as of August 2026, with employment types broken down into 1% As Needed, 71% Full Time, 22% Part Time, 1% Temporary, 4% Contract, and 1% Nights. Highlights an 92% Physical, 3% Hybrid, and 5% Remote job distribution, with an average salary of $83,358 per year, or $40.1 per hour.

HR Systems Analyst

Industrial Electric Manufacturing

OR • On-site, Remote

Full-time

Posted 26 days ago

Job description

Location: US Remote

Reports To: Manager of HR Systems

Salary Range: $88,000-$115,000

Position Summary:

The HR Systems Analyst handles day-to-day administration, configuration, support, testing, documentation, and data integrity for assigned HR systems and modules, payroll, timekeeping, applicant tracking and onboarding, learning, performance, compensation, and benefits. The role authors and supports approved configuration changes, resolves system issues, maintains accurate data, and escalates complex, high-risk, or cross-functional matters to the HR Systems Specialist or HR Systems Manager. Operates with strong attention to detail, confidentiality, and awareness of downstream impacts to payroll, benefits, timekeeping, recruiting, learning, and the employee experience. 

Key Responsibilities:

Configuration & Support 

  • Administer assigned systems, modules, workflows, tables, forms, reports, and business processes; author approved routine and intermediate configuration in the test environment. 
  • Monitor, triage, document, and resolve tickets within service expectations; troubleshoot access, workflow, data, and process issues. 
  • Identify configuration issues, data inconsistencies, and process gaps, escalating high-impact matters appropriately. 

Change Management & Testing 

  • Open change tickets with a testable requirement and proposed tier; co-write test cases and perform build/unit validation (formal Tier 2/3 testing is executed by a business tester outside HR Systems). 
  • Migrates approved changes to production from the approved specification. 
  • Attach test evidence and follow change-management standards, including author=migrator separation and post-deployment verification support. 

Data Integrity, Security & Documentation 

  • Maintain accurate data; support validation, cleanup, reconciliation, and controls/data audits. 
  • Create and maintain documentation job aids, configuration notes, process guides, and testing evidence. 
  • Execute approved security changes with the security owner (no self-approval); follow access, privacy, retention, and cross-border (U.S./Canada) data standards. 

Stakeholders & Projects 

  • Partner with HR Operations, Payroll, Total Rewards, Talent Acquisition, Talent Development, Reporting & Analytics, and IT; clarify requests and communicate status. 
  • Complete assigned configuration, testing, documentation, and data tasks for projects, releases, growth, and compliance or acquisition-integration work. 

Qualifications:

Required 

  • 4+ years of relevant HR systems experience, or equivalent experience supporting HR technology, payroll, talent acquisition, learning, benefits, compensation, or timekeeping. 
  • Hands-on system configuration, user support, testing, troubleshooting, documentation, and ticket resolution. 
  • Ability to handle confidential data with discretion; strong attention to detail; able to follow change-management and segregation-of-duties procedures. 
  • Ability to manage priorities and provide timely support in a remote environment; strong communication and collaboration with HR, Payroll, and IT. 
  • No degree required; equivalent experience considered. 

Preferred 

  • UKG Pro and/or UKG WFM configuration; UKG or other HR-technology certifications. 
  • Applicant tracking, onboarding, learning, performance, compensation, benefits, or timekeeping systems. 
  • Multi-state U.S. and/or Canadian payroll or employee-population support. 

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