HR Analyst

Hamilton Company is a worldwide leader in the design and manufacture of manual, semi-automated and robotic products for precision fluid measuring. We specialize in the development, manufacturing and customization of precision measurement devices, automated liquid handling stations, and sample management systems. For more than 60 years, Hamilton has been satisfying customer needs by combining quality materials with skilled workmanship, ensuring the highest level of performance of every precision fluid measuring device we manufacture.

The HR Analyst serves as an analytical resource within the Human Resources department, transforming workforce data into actionable insights that support compensation, compliance, and HR program effectiveness. This entry-level position is designed for recent graduates who are eager to apply quantitative and critical-thinking skills to real-world HR challenges. The HR Analyst collects, organizes, and interprets data across multiple HR functions — with a primary emphasis on compensation analysis, HRIS data integrity, workforce reporting, and regulatory compliance — while also providing broad support to the HR team as business needs require. The role offers a strong foundation for a career in HR analytics, total rewards, or HR business partnership within a dynamic, fast-paced environment.

 

RESPONSIBILITIES:1. Prepare compensation analyses, reports, and modeling to support pay programs and projects, including salary benchmarking, pay range development, and pay equity reviews.2. Support the administration of annual compensation programs — including merit increases, bonus calculations, and incentive plan updates — by compiling, auditing, and reconciling data.3. Participate in external compensation surveys; collect, submit, and analyze survey results to benchmark positions against the market.4. Gather, clean, and analyze HR data from multiple sources to produce recurring and ad hoc reports, dashboards, and summaries for HR leadership and management.5. Administer and maintain the HRIS (PeopleSoft), including processing new hire entries, employee data changes (pay, job title, department, supervisor, direct reports, position), terminations, and other personnel transactions; audit records regularly to ensure data accuracy, completeness, and integrity.6. Build and maintain ongoing tracking and reporting for key workforce metrics, including headcount by department, open positions, and employee turnover; analyze trends and produce regular reports and dashboards for HR leadership and management.7. Track and report on the full recruiting pipeline, including candidate volumes, screens, interviews, offers, and hires; calculate and maintain key hiring metrics — time to fill and time to hire — to assess and communicate recruiting effectiveness to HR leadership.8. Prepare and submit required compliance reports including EEO-1, VETS-4212, OSHA, and other regulatory filings in a timely and accurate manner.9. Support the performance review cycle by preparing review templates, entering completed reviews into the HRIS, and tracking program completion.10. Provide analytical and administrative support to the benefits function, including assistance with monthly billing reconciliation and open enrollment data.11. Assist in maintaining and updating job descriptions to ensure they accurately reflect current responsibilities, requirements, and FLSA classifications.12. Participate in HR projects, data initiatives, and process improvement efforts as assigned.13. Maintain strict confidentiality of sensitive employee and organizational information at all times.14. In addition to the analytical responsibilities above, may also assist with a range of general HR duties including responding to employee and manager inquiries, recruiting and onboarding administration, HR records maintenance, policy interpretation, program administration, and other human resources services as needed.

Ability to organize and analyze data and present findings in a clear, concise, and user-friendly manner.

Strong attention to detail, accuracy, and organizational skills.

Proficiency in Microsoft Excel, including the ability to use formulas, pivot tables, and vlookups to manipulate and analyze data sets.

Strong discretion and commitment to maintaining confidentiality of sensitive HR and employee information.

Effective written and verbal communication skills with the ability to interact professionally with employees at all levels.

Ability to manage multiple tasks and priorities and meet deadlines in a fast-paced environment.

Eagerness to learn and apply HR concepts, compensation principles, and employment laws and regulations.

Analytical mindset with solid problem-solving skills and curiosity to understand the “why” behind data.

Ability to work both independently and collaboratively as part of a team.

Familiarity with HRIS systems; willingness to learn new HR technology platforms.

Knowledge of basic HR principles and employment law concepts gained through coursework or internship experience.

Position requires exerting up to 10 pounds of force occasionally and/or negligible amount of force frequently to lift, carry, push, pull, or otherwise move objects. Sedentary work involves sitting most of the time.

Bachelor’s degree in Human Resources, Business Administration, Psychology, Finance, Economics, or related field from a not-for-profit regionally accredited university required.

Zero (0) to two (2) years of HR-related work, internship, or co-op experience; recent graduates are encouraged to apply.

Demonstrated coursework or experience in data analysis, compensation, or HR management preferred.

Proficiency in Microsoft Office Suite (Excel, Word, PowerPoint, Outlook) required.

Experience with Power BI or other data visualization tools a plus.

Working knowledge of HR and compensation principles, employment laws, and regulatory requirements preferred.

PHR or SHRM-CP certification or active pursuit of such preferred.