HR Client Services and Analytics Specialist

• Job Type: Officer of Administration
• Regular/Temporary: Regular
• Hours Per Week: 35
• Building: Studebaker
• Salary Range:$70,000 - $80,000

The salary of the finalist selected for this role will be set based on a variety of factors, including but not limited to departmental budgets, qualifications, experience, education, licenses, specialty, and training. The above hiring range represents the University's good faith and reasonable estimate of the range of possible compensation at the time of posting.

Position Summary

The HR Client Services and Analytics Specialist supports CU Human Resources and Client Services by strengthening HR service delivery, maintaining operational systems, and enhancing tools, workflows, and data to drive greater efficiency and consistency within the team. Working as part of Central HR, the position contributes to advancing a client-centered, data-informed HR model that emphasizes innovation, operational excellence, and the thoughtful integration of artificial intelligence (AI) to improve efficiency, insights, and overall service delivery.

The HR Specialist leads the administration of the TalentLink client-facing experience and job evaluation processes, ensures posting and pay compliance, manages the employee relations (ER) tracking system, and partners with the Talent Search Services team to support onboarding activities in PAC. The role also maintains dashboards, produces reports, drafts client communications, and contributes to special initiatives that enhance accuracy, consistency, and the overall client experience.

This hands-on position focuses on strengthening processes, improving systems, and advancing continuous improvement efforts that leverage data and emerging technologies to enhance service quality. The role requires curiosity, analytical thinking, and a proactive approach to finding smarter, more efficient ways to deliver HR services. It offers direct exposure to core HR operations and provides a strong foundation for growth into specialized or generalist HR career paths.

Responsibilities

1. TalentLink Administration, Job Evaluation & Compliance

• Administer the TalentLink client-facing experience, ensuring accurate data, appropriate permissions, and responsive user support.
• Lead job evaluation processes with HRBPs and departments to ensure alignment with policy and classification structures.
• Review job postings for accuracy, pay transparency, and compliance with compensation guidelines.
• Validate finalist submissions for alignment with posted qualifications and salary standards.
• Partner with the Talent Search Services team to support onboarding activities in PAC, ensuring accurate and timely entry of new hire information.
• Ensure compliance with pay transparency, compensation, and recruitment requirements, maintaining documentation and supporting corrective actions when needed.

2. Employee Relations Case Tracking & Data Integrity

• Serve as functional lead for the ER case-tracking system (e.g., Maxient), ensuring consistent entry, updates, categorization, and closure.
• Monitor data quality and strengthen documentation standards, workflow clarity, and reporting consistency.
• Partner with HRBPs to ensure accurate case management and timely data reporting.

3. Dashboards, Reporting & Analytics

• Maintain and update client service dashboards that track HRBP metrics, time-to-hire, salary exceptions, job evaluations, and ER case trends.
• Produce routine and ad hoc reports using PSFT Query, TalentLink, Maxient, and Excel.
• Analyze data to identify trends, opportunities for process improvement, and insights that inform HRBP strategy and client discussions.
• Develop visualizations and briefing materials to support HR leadership in data-driven decision-making.

4. HRBP & Client Support

• Partner with HRBPs on reorganizations, layoffs, policy interpretation, and employee relations activities.
• Draft and prepare communications, templates, and guidance materials for HRBPs and client departments.
• Provide meeting support, including note-taking, document preparation, agreement drafting, and coordination of approvals.
• Maintain HRBP resources, including templates, SOPs, and workflow documentation, ensuring consistency and accessibility.

5. Practice Operations & Collaboration

• Support special initiatives assigned by the Executive Director, coordinating activities, developing materials, and tracking progress.
• Maintain compliance logs, audit documentation, and process review records.
• Prepare agendas, presentations, and materials for Client Services team meetings and HRBP forums.
• Collaborate with internal HR units (Compensation, HRIS, Total Rewards, Recruitment, etc.) to ensure aligned, efficient, and client-focused service delivery.

Minimum Qualifications

• Bachelor's degree and/or its equivalent in Human Resources, Business, Data Analytics, Public Administration, or a related field.
• Minimum of 3–5 years of HR experience in HR operations, HR systems, job evaluation, recruiting operations, or HR analytics.
• Strong analytical skills with the ability to interpret HR data, identify trends, and translate findings into actionable insights.
• Proficiency with Excel (pivot tables, lookups, charts) and experience working with dashboards, reports, and quantitative data.
• Experience using HR systems such as TalentLink, Maxient, PeopleSoft/PSFT, or similar platforms.
• Demonstrated attention to detail and ability to maintain accuracy while managing multiple priorities in a fast-paced environment.
• Proven ability to communicate clearly in writing and verbally, including preparing charts, summaries, and briefing materials for HR leadership and clients.
• Experience applying technology and emerging tools, including artificial intelligence (AI), to improve HR processes, reporting, and service delivery.

Preferred Qualifications

• Experience supporting HRBPs or HR shared services in a decentralized or complex institutional environment (e.g., higher education, healthcare, or research).
• Advanced Excel or data visualization experience, including dashboards or visual reports using tools such as Excel, Tableau, Power BI, or Google Looker.
• Familiarity with AI-based automation or analytics tools used to enhance HR efficiency, data accuracy, or decision-making.
• A solutions-oriented mindset with enthusiasm for process improvement, innovation, and continuous learning in HR operations.

Equal Opportunity Employer / Disability / Veteran

Columbia University is committed to the hiring of qualified local residents.