Analytics Analyst

Burlington Stores, Inc. provided pay range

This range is provided by Burlington Stores, Inc.. Your actual pay will be based on your skills and experience — talk with your recruiter to learn more.

$80,000.00/yr - $/yr

Position Overview

The Analyst, People Analytics is responsible for working with data to draw insights and recommendations that inform strategic decisions and improve the effectiveness of our HR programs and initiatives.

From a reporting standpoint, the Analyst will help develop, build and automate reporting, as well as design dashboards (Workday, Power BI) that inform key business decisions. This role will liaise between our HRBPs and COEs to define metrics and KPIs that align with strategic goals. An important focus will be on data governance (definitions, standardization, data accuracy, etc.). The Analyst will also partner closely with our HRIS team to build scalable solutions and products.

In addition to the design and build support, the Analyst will ensure the successful adoption of reports and dashboards through the creation of effective change management (training, developing resources, etc.).

On the analytics side, the Analyst will drive cross‑functional projects/analyses, combining data from various sources (Workday, surveys, operations and financial data, etc.) to uncover trends, patterns, and opportunities for improvement across the associate lifecycle and across the enterprise. The Analyst will take these insights and build effective visualizations and presentations through storytelling.

This position requires excellent analytical and communication skills to interact with a broad range of individuals within the organization. The Analyst possesses strong communication and project management skills, enabling them to work with key partners to understand requirements and shape deliverables, ensuring we’re meeting key milestones on‑time.

A Day In The Life

Data Preparation & Quality

• Collect and consolidate HR data from various sources and connect this data with business and operational data
• Ensure data quality, integrity, accuracy, and completeness in all analyses and reports.
• Define key metrics and socialize with HR
• Adhere to data privacy and regulatory requirements related to HR data handling

Reporting

• Collaborate with HR Business Partners and other HR teams to understand their reporting needs and work with them on enhancements and improvements.
• Partner with the HRIS team to automate reporting, streamline and reduce the number of Workday reports, and create a consistent framework for all reports (data fields, definitions, etc.)
• Design and create comprehensive HR dashboards, reports, and scorecards that present key HR metrics and KPIs to HR leadership and stakeholders.
• Utilize data visualization tools (e.g., Power BI, Workday Discovery Boards / Dashboards) to create user‑friendly and interactive HR reports that enable self‑service reporting for leaders

Data Analysis & Interpretation

• Conduct in‑depth data analysis and mining to identify trends, patterns, and correlations within HR data.
• Translate complex data findings into clear and understandable insights that drive HR strategy and decision‑making.
• Analyze large, complex datasets related to HR, such as employee demographics, performance, compensation, and engagement data.
• Create data visualizations to communicate insights and recommendations to HR and business leaders.
• Provide ad hoc analysis to support HR leadership in addressing specific HR challenges and opportunities.
• Collaborate with cross‑functional teams to align HR analytics with broader business objectives.
• Apply machine learning and advanced statistical techniques (regression, cluster analysis, decision trees, path analysis) to solve complex HR challenges.
• Support the build of predictive models for critical HR functions, such as employee attrition, workforce planning, and talent acquisition strategies to forecast hiring needs, skill gaps, and workforce growth based on business objectives.

Continuous Improvement

• Collaborate with HR business partners, analysts, and other stakeholders to identify opportunities for data‑driven…