Human Resources Analyst - Paid Family Medical Leave (PFML)

Human Resources Analyst - Paid Family Medical Leave (PFML)

Salary

$75,000.00 - $90,000.00 Annually

Location

Main Campus (Liberty Heights)

Job Type

Full-Time Staff

Job Number

202500189

Department

Human Resources

Opening Date

08/14/2026

FLSA

Exempt

Bargaining Unit

N/A

• Description
• Benefits

About Baltimore City Community College

Founded in 1947, Baltimore City Community College (BCCC) is comprehensive, urban institution accredited by the Middle States Commission on Higher Education. The College's campus is located in West Baltimore and courses are offered throughout the City. With its broad range of degree, certificate, and continuing education programs, affordable tuition, and extensive outreach, BCCC offers educational opportunities to the citizens of Baltimore City and throughout the state of Maryland. BCCC serves over 7,500* students annually, providing credits that transfer to four-year colleges and universities as well as workforce training leading directly to job placement. The College is proud of the fact that over 50 nations are represented within the student body.

• Based on the annual unduplicated credit and non-credit headcount for FY 2023.

Description/Job Summary

Pease note this position has been reposted with updated duties and responsibilities

Reporting to the Assistant Vice President of Human Resources, the HR Analyst is responsible for transforming human resources, payroll, position, and workforce data into meaningful information that supports human resource decision-making, operational efficiency, payroll accountability, and continuous process improvement.

The HR Analyst serves as a key analytical resource for Human Resources and works collaboratively with Payroll, Talent Acquisition, Benefits, and Employee Relations. The position evaluates data across HR systems, including Banner, Workday, and related applications, to ensure information is accurate, consistent, integrated, and effectively supporting HR operations.

A primary focus of the position is analyzing recruiting, position control, compensation, payroll, benefits, time and absence, and payroll data move across systems and business processes. The Analyst identifies trends, discrepancies, inefficiencies, control gaps, and opportunities for improvement and develops reports, dashboards, recommendations, and process solutions that improve organizational performance. This position supports HR goals of consistency and transparency by establishing greater visibility into data, strengthening data governance and reporting practices, improving the reliability of HR information, and enabling leadership to make informed, data-driven decisions.

Responsibilities/Duties

HR Data Analytics & Business Intelligence

• Collect, analyze, interpret, and report workforce data to support operational and strategic decision-making.
• Develop and monitor key performance indicators (KPIs) and HR metrics related to headcount, vacancies, turnover, recruitment, retention, compensation, workforce demographics, time and attendance, position management, and other workforce trends.
• Analyze large and complex datasets to identify trends, patterns, anomalies, risks, and opportunities for improvement.
• Translate business questions and operational challenges into clearly defined analytical and reporting requirements.
• Conduct root-cause analyses to identify factors contributing to recurring data discrepancies, payroll errors, workflow inefficiencies, or other operational issues.
• Develop data models and analytical tools that support workforce planning, forecasting, budgeting, and resource allocation.
• Conduct trend and comparative analyses to assist leadership in identifying emerging workforce issues.
• Present analytical findings in a manner that clearly communicates the business impact, recommended actions, and opportunities for improvement.

Reporting, Dashboards & Data Visualization

• Design, develop, maintain, and automate recurring HR reports, dashboards, scorecards, and management reports.
• Develop dashboards and visualizations using tools
• Establish standardized reporting methodologies, definitions, and data sources to promote consistency in HR and Payroll.
• Develop executive-level reports that summarize key trends, risks, and performance indicators.
• Automate manual reporting processes when appropriate to improve efficiency, accuracy, and timeliness.
• Evaluate existing reports to eliminate duplication, improve usefulness, and ensure reports support institutional decision-making.
• Provide ad hoc analysis and reporting in response to leadership and departmental business needs.
• Maintain appropriate documentation regarding report logic, calculations, definitions, data sources, and reporting methodologies.

HR Systems Integration & Data Analysis

• Analyze employee and position data across Banner and Workday, as well as other HR systems.
• Examine how employee data, compensation, position control, funding, payroll, benefits, and time/absence data flow between systems and departments.
• Identify system integration gaps, duplicate processes, conflicting records, manual workarounds, and other conditions that create operational or payroll risk.
• Perform regular reconciliation and validation of information maintained across multiple systems.
• Partner with HR, Payroll, Finance, Budget, and IT to investigate and resolve system and data discrepancies.
• Assist with system enhancements, upgrades, integrations, configuration changes, and implementation projects.
• Develop test plans, perform system and user acceptance testing, document results, and validate that system modifications meet established business requirements.
• Monitor system processes and interfaces to identify errors, exceptions, and opportunities for improvement.

Data Integrity, Governance & Quality Assurance

• Establish and perform routine data audits to evaluate the accuracy, completeness, consistency, and reliability of HR data.
• Develop data-quality controls and reconciliation processes to identify discrepancies before they affect payroll, benefits, financial reporting, or regulatory reporting.
• Support the development of standardized data definitions, business rules, reporting standards, and data governance practices.
• Maintain documentation of data sources, system relationships, business rules, report definitions, and data-validation procedures.
• Collaborate with functional departments to resolve data discrepancies and improve accountability for data quality.

Process Analysis & Continuous Improvement

• Evaluate HR and cross-functional business processes to identify inefficiencies, unnecessary manual steps, bottlenecks, control weaknesses, and opportunities for automation.
• Map current-state workflows and data flows across HR, Payroll, Finance, Budget, Benefits, Talent Acquisition, and other business functions.
• Develop future-state process recommendations that improve efficiency, accuracy, service delivery, accountability, and internal controls.
• Use data analysis to measure the effectiveness of existing processes and determine whether implemented improvements achieve expected results.
• Recommend process changes based on quantitative findings, stakeholder feedback, operational requirements, and industry best practices.
• Partner with functional leaders to implement process improvements and establish appropriate measures for monitoring outcomes.
• Document standard operating procedures, workflows, business requirements, process maps, and system configurations.
• Support organizational change initiatives associated with new systems, reporting tools, workflows, and process improvements.

Payroll Analytics

• Analyze employee status, position, compensation, funding, and payroll data to identify inconsistencies that could affect payroll accuracy and reporting.
• Perform reconciliations across HR, payroll, position management, and financial systems.
• Analyze vacancies, filled positions, salary expenditures, position funding, and related employee costs.
• Provide accurate and timely salary, position, and employee data to support budgeting.
• Assist with identifying variances between authorized positions, budgeted positions, filled positions, and actual payroll expenditures.
• Analyze time, attendance, leave, and absence data to identify trends, exceptions, and potential process or compliance concerns.

Talent Acquisition & Recruitment Analytics

• Analyze recruitment activity, applicant pipelines, time-to-fill, vacancy rates, hiring outcomes, and other talent acquisition metrics.
• Develop reports and dashboards that provide visibility into recruitment and workforce trends.
• Analyze turnover and retention data to identify organizational trends and potential areas of concern.
• Support workforce and succession planning through data analysis and forecasting,
• Partner with Talent Acquisition and HR leadership to evaluate the effectiveness of recruitment and retention strategies.
• Support reporting requirements related to EEOC state and federal requirements, and other applicable regulatory obligations.
• Maintain appropriate documentation and data trails to support audits and demonstrate reporting accuracy.
• Review compliance-related data for completeness and accuracy before submission.
• Assist HR leadership with responding to internal and external data requests.
• Ensure analytical and reporting activities are performed in accordance with institutional policies, confidentiality requirements, and applicable laws and regulations.

Required Qualifications

Education:

• Bachelor's degree in business administration or related field.

Experience:

• Four (4) years of progressively responsible professional experience in human resources, data analytics, HRIS/ERP systems, business analysis, financial analysis, institutional research, or a related area, including:
• Two (2) years of experience performing data analysis, reporting, or business intelligence, including analyzing large datasets, identifying trends and discrepancies, and developing reports or dashboards.
• Two (2) years of experience working with an HRIS, ERP, payroll, financial, or comparable enterprise information system.
• Experience performing data validation, reconciliation, auditing, or quality-control activities involving information from multiple systems or data sources.
• Experience using data to identify process inefficiencies, operational issues, or opportunities for improvement.
• Experience developing and presenting reports, metrics, dashboards, or analytical findings to management or other stakeholders.

Physical Requirements

• Sitting in a normal seated position for extended periods of time.
• Occasionally lifting, carrying objects weighing 10lbs. or less.
• Occasionally pushing and pulling objects weighing 30lbs. or less.

Preferred Qualifications

Preferred Qualifications

• Master's degree in human resources, Data Analytics, Business Analytics, Information Systems, Business Administration, Public Administration, or a related discipline.
• Experience working in higher education or another complex, decentralized organization.
• Experience with Ellucian Banner and Workday.
• Experience with SQL or database query tools.
• Experience with business process mapping, workflow analysis, system implementation, or continuous improvement methodologies.
• Experience integrating and reconciling information from multiple enterprise systems.
• SHRM-CP, SHRM-SCP, PHR, SPHR, or related professional certification.
• Relevant analytics, business intelligence, HRIS, or process improvement certification.

Knowledge, Skills and Abilities

The successful candidate must demonstrate:

• Advanced analytical and critical-thinking skills with the ability to translate complex data into meaningful business insights.
• Strong understanding of HR data structures, workforce metrics, and HR business processes.
• Ability to analyze large and complex datasets and identify trends, anomalies, relationships, and business implications.
• Ability to translate business questions into analytical requirements and reporting solutions.
• Ability to develop meaningful KPIs, dashboards, scorecards, and management reports.
• Knowledge of data visualization principles and techniques.
• Knowledge of HRIS and ERP systems and their relationship to HR, payroll, finance, benefits, position management, and budgeting processes.
• Knowledge of data governance, data integrity, reconciliation, validation, and quality-assurance practices.
• Knowledge of business process analysis and continuous improvement methodologies.
• Skill in identifying root causes of system, data, and process problems and developing sustainable solutions.
• Skill in documenting workflows, business processes, system requirements, test plans, and analytical methodologies.
• Ability to evaluate current-state processes and develop recommendations for improved future-state processes.
• Ability to measure the effectiveness of process improvements using appropriate data and performance indicators.
• Ability to communicate technical and analytical findings clearly to both technical and non-technical audiences.
• Ability to prepare executive-level reports and presentations that clearly communicate findings, risks, trends, and recommendations.
• Knowledge of applicable federal and state employment laws, regulatory reporting requirements, institutional policies, and data confidentiality requirements.
• Strong attention to detail and commitment to data accuracy.
• Strong project management, organizational, and prioritization skills.
• Ability to manage multiple analytical projects and meet established deadlines.
• Ability to collaborate effectively with HR, Payroll, Finance, Budget, IT, institutional leadership, and other stakeholders.
• Ability to exercise sound judgment and maintain confidentiality when working with sensitive employee and institutional data.

BCCC is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, national origin, alienage or citizenship status, age, sex, sexual orientation, gender identity or expression, marital or domestic/civil partnership status, disability, protected veteran status, genetic information, or any other basis protected by law.

BCCC is committed to providing a workplace free from discrimination or harassment. We expect every member of the BCCC community to do their part to cultivate and maintain an environment where everyone has the opportunity to feel included and is afforded the respect and dignity they deserve.

Decisions related to hiring, compensating, training, evaluating performance, or terminating are made fairly. We examine our unconscious biases and take responsibility for always striving to create an inclusive environment that makes every employee and candidate feel welcome

Online applications are stored on a secure site. Only authorized employees and hiring authorities have access to the information submitted.

It is important that your application show all the relevant education and experience you possess. Applications may be rejected if incomplete.

To request an accommodation during the application or interview process, please email

hr@bccc.edu.

For technical assistance, please contact NEOEDs Applicant Support Line at 855-524-5627 or Email: support@governmentjobs.com if your needing help with your online applicant account. Applicant Support is available between 6 a.m. - 5 p.m. Pacific Time, Monday through Friday.

BCCC is the only community college in Baltimore City, one of 16 community colleges in Maryland, and both a higher education institution and a State of Maryland agency.

As a state agency, the College is able to offer full-time, permanent PIN employees a host of benefits including a competitive salary and tuition remission. New College PIN employees will be invited to discuss benefit options with a personnel officers.

Benefits extended to all full-time PIN employees are as follows.

(Click on medical and retirement plans for more detailed information)

• State of Maryland health plans: (PPO, EPO, and/or HMO medical plans), vision and dental plans (PPO or DHMO)

• Retirement Plans: include the State Employees' Pension, Teachers Pension Systems, Optional Retirement Programs (ORP) and the Law Enforcement Officer Pension System.

• Supplemental Retirement Plans - 401(k), 403(b) and 457

• Leave: 22 days of Annual Leave, 15 days of Sick Leave, 3 Personal Leave days, Leave Bank membership opportunities, 9 Holidays and a Winter Holiday break (5 days) observed between the Christmas and New Years Day holidays

• Tuition Remission to institutions within the University System of Maryland (USM)

• Professional Development opportunities

To learn more details, visit our benefits page.

Employer Baltimore City Community College (MD)

Address 2901 Liberty Heights Avenue

Baltimore, Maryland, 21215

Website https://www.bccc.edu/