The Senior HR Data Analyst leverages workforce and financial data to provide actionable insights to HR leadership and business teams, with a particular focus on headcount and workforce planning. This role is deeply collaborative, partnering with HRBPs, Finance, Business Operations, and business leaders to provide trusted data and analysis across compensation, hiring, attrition, and other workforce cost drivers.

 

By reconciling complex data, developing workforce forecasts and scenarios, identifying the drivers behind cost and headcount variances, and translating those findings into clear business implications, the Senior HR Data Analyst helps leaders better understand and actively manage workforce investment. Success in this role requires strong analytical, financial, and consultative skills; exceptional attention to detail; and the ability to independently investigate discrepancies, solve ambiguous data issues, and partner across functions to drive issues to resolution.

Disclaimer:

Certain U.S. based or U.S. customer or client-facing roles may be required to comply with applicable requirements, such as immunization/occupational health mandates, and/or drug testing requirements.

Range and benefit information provided in this posting are specific to the stated locations only

US: Hiring Range in USD from: $81,800 to $166,100 per annum. May be eligible for bonus and equity.


Oracle maintains broad salary ranges for its roles in order to account for variations in knowledge, skills, experience, market conditions and locations, as well as reflect Oracle's differing products, industries and lines of business.
Candidates are typically placed into the range based on the preceding factors as well as internal peer equity.

Oracle US offers a comprehensive benefits package which includes the following:
1. Medical, dental, and vision insurance, including expert medical opinion
2. Short term disability and long term disability
3. Life insurance and AD&D
4. Supplemental life insurance (Employee/Spouse/Child)
5. Health care and dependent care Flexible Spending Accounts
6. Pre-tax commuter and parking benefits
7. 401(k) Savings and Investment Plan with company match
8. Paid time off: Flexible Vacation is provided to all eligible employees assigned to a salaried (non-overtime eligible) position. Accrued Vacation is provided to all other employees eligible for vacation benefits. For employees working at least 35 hours per week, the vacation accrual rate is 13 days annually for the first three years of employment and 18 days annually for subsequent years of employment. Vacation accrual is prorated for employees working between 20 and 34 hours per week. Employees working fewer than 20 hours per week are not eligible for vacation.
9. 11 paid holidays
10. Paid sick leave: 72 hours of paid sick leave upon date of hire. Refreshes each calendar year. Unused balance will carry over each year up to a maximum cap of 112 hours.
11. Paid parental leave
12. Adoption assistance
13. Employee Stock Purchase Plan
14. Financial planning and group legal
15. Voluntary benefits including auto, homeowner and pet insurance

The role will generally accept applications for at least three calendar days from the posting date or as long as the job remains posted.
As part of Oracle's onboarding process and consistent with applicable law, US-based employees are required to complete identity verification, which involves the collection and processing of their biometric information. Accommodations to this requirement may be granted following an individualized assessment.

Key Responsibilities

• Partner directly with Finance, HRBPs, Business Operations, and business leaders to translate ambiguous workforce questions into structured analyses that support budget alignment, headcount allocation, and informed workforce decisions.
• Build headcount forecasts and workforce supply/demand scenario models using historical trends, attrition data, hiring pipelines, and other relevant workforce inputs to quantify the workforce cost impact of hiring, employee movement, and organization changes.
• Reconcile workforce, headcount, and cost data across HR, Finance, and other data sources; investigate discrepancies and variances, identify root causes, and clearly explain differences in definitions, timing, organizational hierarchy, or underlying source data.
• Serve as a subject matter expert on people and workforce planning data, tools, and resources; guide and consult with stakeholders in accessing, interpreting, and effectively using workforce planning information.
• Exercise sound judgment and ensure responsible handling and release of sensitive employee and compensation data, adhering to applicable data governance, privacy, and security standards.
• Use advanced Excel, Oracle reporting and analytics tools, and other relevant analytical technologies to reconcile data, automate repeatable analyses, build forecasts and scenarios, identify trends, and provide actionable workforce insights.
• Work independently to prioritize multiple requests and resolve complex data issues in a fast-paced, agile environment, demonstrating strong ownership, analytical rigor, attention to detail, and accountability.
• Proactively learn the business and identify emerging workforce cost, capacity, and talent risks and opportunities; partner with HRBPs and business leaders to determine where deeper analysis or intervention may be needed.

 

Preferred Qualifications

1. An advanced College or University degree in Data Management, Data Science, Finance, Economics, Statistics, Business Analytics, Industrial/Organizational Psychology, or a related quantitative field.
2. 5+ years of experience in people analytics, workforce analytics, workforce planning, financial analysis, compensation analytics, business analytics, or a related analytical discipline.
3. Experience developing headcount forecasts, workforce supply/demand models, scenario analyses, or other forward-looking workforce planning analyses.
4. Experience analyzing or reconciling workforce costs, budgets, headcount, compensation, labor costs, or other financial measures.
5. Experience partnering across HR, Finance, Business Operations, and/or business leadership on workforce planning, headcount allocation, budgeting, or cost-management activities.
6. Experience supporting, testing, implementing, or driving adoption of analytical tools, reporting products, or business applications.
7. Experience with Oracle Fusion Cloud HCM, OTBI, BI Publisher, Oracle Analytics Cloud, and/or workforce planning and financial management tools.

 

Location: Seeking candidates in Nashville, TN metro area or willing to relocate to Nashville.

 

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