Key Responsibilities and Required Skills for a Job Research Analyst

🎯 Role Definition

The Job Research Analyst is a cornerstone of our talent and organizational strategy. This role is not just about data; it's about transforming that data into intelligence. You will be the organization's go-to expert on the labor market, diving deep into research on job roles, compensation structures, and industry trends. Your insights will directly influence how we attract, retain, and develop our people, ensuring we remain a competitive and an employer of choice. You'll be a storyteller, using data to paint a clear picture of the talent landscape and guide our leadership in making critical, forward-looking decisions about our workforce.

📈 Career Progression

Typical Career Path

Entry Point From:

Junior Data Analyst or HR Analyst
Recruiting Coordinator with an analytical focus
Recent graduate with a Master's in a relevant field (I-O Psychology, HR, Economics)

Advancement To:

Senior Job Research Analyst or Talent Intelligence Lead
Compensation & Benefits Manager
HR Business Partner (HRBP)

Lateral Moves:

Business Intelligence Analyst
Market Research Analyst (Marketing/Product)

Core Responsibilities

Primary Functions

Conduct comprehensive, multi-source research on national and global labor market trends to identify shifts in talent supply and demand for key roles.
Analyze and interpret complex datasets related to compensation and benefits, benchmarking our internal structures against the external market to ensure competitiveness and equity.
Develop, write, and maintain a comprehensive library of clear, accurate, and compliant job descriptions that reflect the true scope and requirements of each role.
Design and manage the organization's job architecture and leveling guides, creating clear career pathways and ensuring internal consistency.
Partner closely with Talent Acquisition and business leaders to provide data-driven recommendations on sourcing strategies, offer packages, and hard-to-fill roles.
Create and deliver compelling reports, presentations, and dashboards that translate complex research findings into actionable insights for executive leadership and HR partners.
Monitor real-time job posting data and competitor intelligence to provide early warnings on emerging skill requirements and compensation fluctuations.
Evaluate and manage relationships with third-party survey vendors and data providers, ensuring the quality and relevance of the data we purchase.
Perform job evaluations and slot new or revised roles into the existing framework, applying a consistent and fair methodology.
Lead research projects on specialized topics such as remote work trends, skills-based hiring, diversity & inclusion metrics, and their impact on job design.
Utilize qualitative research methods, including interviews and focus groups with internal stakeholders, to add context and depth to quantitative findings.
Build predictive models to forecast future talent needs and potential skill gaps based on business strategy and market trajectories.
Audit existing job roles and families for consistency, relevance, and alignment with our evolving business needs, recommending consolidation or restructuring where necessary.
Collaborate with the learning and development team to align career-pathing data with training initiatives and internal mobility programs.
Provide expert consultation to HR Business Partners on complex compensation and job design issues, acting as a trusted subject matter expert.
Track the effectiveness of compensation programs and job structures through ongoing analysis of metrics like employee turnover, time-to-fill, and offer acceptance rates.
Stay current on federal, state, and local compensation laws and regulations (e.g., pay transparency, FLSA) to ensure our job descriptions and pay practices are compliant.
Develop and automate reporting processes to improve the efficiency and scalability of the research function.
Analyze employee survey data (e.g., engagement, exit interviews) to identify themes related to job satisfaction, role clarity, and career growth.
Present research findings in a clear, confident, and influential manner to diverse audiences, from individual hiring managers to the C-suite.

Secondary Functions

Support ad-hoc data requests and exploratory data analysis from HR and business leadership.
Contribute to the organization's broader data strategy and roadmap by identifying new data sources and analytical opportunities.
Collaborate with business units to translate their strategic workforce planning needs into concrete research and engineering requirements.
Participate in sprint planning and agile ceremonies within the broader People Analytics or data engineering team.

Required Skills & Competencies

Hard Skills (Technical)

Advanced Data Analysis: Deep proficiency in dissecting large, complex datasets to identify patterns, trends, and anomalies.
Microsoft Excel Mastery: Expert-level skills, including complex formulas, pivot tables, macros, and modeling for compensation analysis.
Data Visualization: Proven ability to create insightful and compelling dashboards and reports using tools like Tableau, Power BI, or Google Data Studio.
Statistical Software: Practical experience with at least one statistical package such as R, Python (with Pandas/NumPy), or SPSS for more advanced quantitative analysis.
Survey & Research Platforms: Familiarity with major compensation survey platforms (e.g., Radford, Mercer, Willis Towers Watson) and market intelligence tools.
HRIS & ATS Systems: Experience pulling and interpreting data from Human Resource Information Systems (e.g., Workday, SAP SuccessFactors) and Applicant Tracking Systems.
Quantitative & Qualitative Research Methods: A strong grasp of formal research methodologies, from survey design and statistical analysis to conducting stakeholder interviews.
SQL (Structured Query Language): The ability to write queries to extract and manipulate data from relational databases is a significant plus.
Financial Acumen: Understanding of business finance principles to connect compensation strategies to bottom-line impact.
Project Management: Ability to manage multiple research projects simultaneously, from initial scoping to final delivery.

Soft Skills

Analytical Mindset & Insatiable Curiosity: A natural drive to ask "why" and dig beneath the surface of data to find the root cause.
Storytelling with Data: The rare ability to transform numbers and charts into a compelling narrative that influences decision-making.
Exceptional Attention to Detail: A commitment to accuracy and precision, understanding that small errors in data can have large consequences.
Consultative Approach: The ability to listen, understand business problems, and act as a trusted advisor rather than just a data provider.
Collaboration & Influence: Skill in working effectively with cross-functional teams (HR, Finance, Legal, Business Leaders) and persuading stakeholders with data-backed arguments.
Discretion & Confidentiality: Absolute integrity and the ability to handle highly sensitive employee and compensation data with the utmost confidentiality.

Education & Experience

Educational Background

Minimum Education:

Bachelor’s Degree in a related field.

Preferred Education:

Master's Degree in a field with a strong quantitative and research focus.

Relevant Fields of Study:

Industrial-Organizational Psychology
Human Resources
Economics or Finance
Statistics or Data Science
Business Administration

Experience Requirements

Typical Experience Range:

3-5 years of direct experience in a role focused on compensation analysis, market research, people analytics, or a similar quantitative function.

Preferred:

Experience within a corporate HR department, a compensation consulting firm, or a fast-growing technology company is highly desirable. Proven experience directly influencing talent or business strategy through research is a major plus.