HR Analyst Jobs in Georgia
HR Analyst jobs in Georgia are in strong demand, with active hiring concentrated in corporate headquarters, healthcare systems, and logistics operations, and openings at every level from entry-level coordinator to senior analyst. Atlanta leads the market by a wide margin, with Savannah and Augusta adding meaningful volume, and large employers like Delta Air Lines, Emory Healthcare, and NCR Voyix regularly bringing on hr analysts for compensation, workforce planning, and HRIS roles. The most sought-after specialties are compensation analysis, HR data and reporting, and benefits administration. Find a role that fits below and apply directly.
Find HR Analyst JobsOverview
Open roles10
Top employerThe Home Depot
Top cityAtlanta, GA
Cities hiring3
Work type100% Hybrid
Top credentialSix Sigma Certification
Showing 5 of 10+ HR Analyst jobs
People Analytics & Insights Analyst
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Added 5d ago
Unifi
People Analytics & Insights Analyst
Atlanta, Georgia
Added 5d ago
Senior Analyst, People Technology
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Added 1w ago
Aveanna Healthcare
Senior Analyst, People Technology
Atlanta, Georgia
Added 1w ago
HR Data Analyst
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Added 2w ago
Vestis
HR Data Analyst
Roswell, Georgia
Added 2w ago
Senior HR Analyst - Strategy & Process
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Added 2w ago
The Home Depot
Senior HR Analyst - Strategy & Process
Atlanta, Georgia
Added 2w ago
A
Human Resources Analyst III
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A
Added 1mo ago
Augusta-Richmond County
Human Resources Analyst III
Augusta, Georgia
Added 1mo ago
Added 5d ago
People Analytics & Insights Analyst
Unifi·Atlanta, Georgia
Job functions:
Bachelor's degree in statistics
10,000+ employees
Job Description
Unifi is the nation's largest aviation services provider, with over 45,000 team members and a global footprint spanning more than 240 airports in the US, Canada, the UK, Ireland, and continental Europe. We deliver reliable, high-quality aviation services that support global travel and the world's leading airlines. At Unifi, you will be part of a diverse, inclusive team where passion, integrity, and empathy are at the core of what we do.
About the role
The People Analytics & Insights Analyst is an early-career role designed for a recent four-year college graduate with strong analytical aptitude, technical curiosity, attention to detail, and relationship skills. Sitting within Human Resources and working closely with the VP Talent Management, the analyst turns people data into insight by tracking and analyzing attrition and other workforce trends, preparing and validating workforce data, building reports and dashboards, contributing to board and executive presentations, and supporting employee listening across the enterprise. The ideal candidate enjoys working with data, solving problems, and translating information into clear, practical insights that help leaders make better decisions.
Early-career profile: This role is intentionally designed as a development opportunity. Prior full-time HR experience is not required. Success depends on learning agility, analytical thinking, reliable execution, curiosity, and the ability to work effectively with others.
How this role is evaluated: core competencies
Success in this role is measured against Unifi's five corporate foundational competencies, calibrated to an early-career professional.
Functional Excellence
Develop strong capability across people analytics methods, workforce data, reporting tools, and data quality while consistently delivering accurate, high-quality results.
- Gather, clean, and validate people data from HR systems, surveys, and other sources for analysis and reporting.
- Conduct recurring employee-data quality checks and resolve or escalate discrepancies.
- Learn the HR data environment, core metric definitions, and analytics tools while maintaining clear documentation of data sources, logic, and controls.
Business & Financial Acumen
Use data-driven thinking to understand business questions, identify patterns, and deliver people insights that inform decisions.
- Support the VP, Talent Management with recurring and ad hoc workforce analysis, including headcount, hiring, retention, and internal movement.
- Track and report attrition across the enterprise, monitoring voluntary and involuntary turnover by location, role, tenure, and leader.
- Analyze attrition drivers using exit survey, tenure, and workforce data, and help develop insights that inform retention strategies.
- Support analysis of employee listening data, including engagement, new-hire, and exit surveys.
- Perform analysis to identify trends, patterns, drivers, and areas requiring further review.
- Build reports, dashboards, scorecards, and visualizations that translate data into clear observations and business-relevant insights.
- Help prepare board, executive leadership, and HR leadership presentations that translate people data into a clear, compelling story.
Operational Excellence
Support consistent, scalable analytics and reporting through accurate data, root-cause problem solving, continuous improvement, and thoughtful use of technology.
- Maintain accurate organizational hierarchy and leader mapping data to support reporting and analysis.
- Produce recurring workforce, attrition, and employee listening reports and analytics.
- Partner with the Automation team and internal partners to automate recurring reporting, reduce manual work, and improve data accuracy.
Leadership
Demonstrate ownership, accountability, learning agility, and initiative while building capability through feedback and follow-through.
- Take ownership of assigned work and follow issues through resolution.
- Ask thoughtful questions, seek feedback, and build technical and business knowledge quickly.
- Communicate risks, issues, findings, and next steps clearly and proactively.
Customer / Relationship Management
Build trusted relationships across HR, business, and technical partners by listening well, communicating clearly, and delivering responsive support.
- Partner with HRBPs and HR colleagues to understand their questions and deliver data and insights that address them.
- Respond to data, reporting, and analytics requests with timely, professional follow-through.
- Coordinate with HR Technology and internal partners when data or system issues require troubleshooting or escalation.
Your first six months: 30, 60, and 180-day priorities
This phased roadmap defines successful onboarding and progression from learning, to supported execution, to independent ownership of assigned work.
First 30 days: learn and understand
- Learn Unifi’s HR organization, people data structures, metric definitions, reporting routines, analytics tools, and confidentiality expectations.
- Build relationships with the VP, Talent Management, HR leaders, HRBPs, Automation, and other key partners.
- Shadow employee-data validation, leader mapping, attrition reporting, survey analysis, dashboard maintenance, and executive reporting processes.
- Learn core metrics and data definitions, recurring reports, expected quality checks, and existing analytics documentation.
First 60 days: contribute with guidance
- Own recurring employee-data validation and routine reporting with appropriate guidance.
- Support leader mapping updates, data queries, survey data preparation, and issue resolution.
- Prepare accurate recurring reports and data sets and identify inconsistencies requiring follow-up.
- Produce recurring attrition reporting and contribute data and charts to executive and board materials with guidance.
- Support the VP, Talent Management with data preparation, analysis, reports, and visualizations.
- Document data sources and standard work, and begin identifying opportunities to simplify or automate recurring reporting.
First 180 days: execute, analyze, and improve
- Independently manage assigned reporting, data-quality, and analytics deliverables.
- Demonstrate consistent accuracy in data validation, leader mapping, and recurring reporting.
- Perform people-data analysis, identify meaningful patterns and drivers, and communicate insights to the VP, Talent Management and HR leaders.
- Independently maintain attrition tracking and contribute analysis and draft slides for board and executive presentations.
- Build or enhance assigned dashboards, visual reporting, and recurring analytical outputs with appropriate guidance.
- Contribute to reporting automation and process improvements with internal partners.
- Become a dependable team resource for workforce data, talent analytics, and reporting.
What you bring: required qualifications
- Bachelor's degree from an accredited four-year college or university in Data Analytics, Business Analytics, Statistics, Industrial/Organizational Psychology, Economics, Human Resources, Information Systems, or a related field.
- No prior full-time professional HR experience required; relevant internships, co-op assignments, university projects, or applied coursework are valued.
- Strong analytical aptitude and comfort working with data, spreadsheets, and structured information.
- Working knowledge of Microsoft Excel, including formulas, lookups, pivot tables, and data validation, gained through coursework, internships, or project experience.
- Working knowledge of Microsoft PowerPoint, with the ability to build clear, well-structured slides that summarize data and findings.
- Strong attention to detail and commitment to data accuracy and confidentiality.
- Strong problem-solving skills, intellectual curiosity, learning agility, and willingness to learn new systems and tools.
- Clear written and verbal communication skills, including the ability to explain analytical or technical information in straightforward business language.
- Strong interpersonal skills and ability to build productive relationships across HR, business, technical, and vendor partners.
- Ability to organize work, manage recurring deadlines, and follow through on multiple priorities.
Preferred qualifications
- Internship, co-op, coursework, or project experience involving people analytics, data analytics, business analytics, statistics, survey research, or related work.
- Exposure to HRIS/HCM data or employee survey platforms.
- Exposure to Power BI, Tableau, or another data-visualization tool.
- Exposure to SQL, Python, R, or other tools for working with structured data.
- Experience presenting analytical findings or building presentations through academic, internship, or project work.
Our culture: Elevate from the Heart
Unifi's culture is Elevate from the Heart. We are on a mission to become the most respected aviation services company in the world, and we get there by elevating our people. We bring passion by being proud, agile, safe, and intentional. We act with integrity by being clear, honest, reliable, and excellent. And we lead with empathy by being kind, observant, inclusive, and team-oriented.
Unifi
People Analytics & Insights Analyst
Atlanta, Georgia
Added 5d ago10,000+ employees
Job functions:
Bachelor's degree in statistics
Job Description
Unifi is the nation's largest aviation services provider, with over 45,000 team members and a global footprint spanning more than 240 airports in the US, Canada, the UK, Ireland, and continental Europe. We deliver reliable, high-quality aviation services that support global travel and the world's leading airlines. At Unifi, you will be part of a diverse, inclusive team where passion, integrity, and empathy are at the core of what we do.
About the role
The People Analytics & Insights Analyst is an early-career role designed for a recent four-year college graduate with strong analytical aptitude, technical curiosity, attention to detail, and relationship skills. Sitting within Human Resources and working closely with the VP Talent Management, the analyst turns people data into insight by tracking and analyzing attrition and other workforce trends, preparing and validating workforce data, building reports and dashboards, contributing to board and executive presentations, and supporting employee listening across the enterprise. The ideal candidate enjoys working with data, solving problems, and translating information into clear, practical insights that help leaders make better decisions.
Early-career profile: This role is intentionally designed as a development opportunity. Prior full-time HR experience is not required. Success depends on learning agility, analytical thinking, reliable execution, curiosity, and the ability to work effectively with others.
How this role is evaluated: core competencies
Success in this role is measured against Unifi's five corporate foundational competencies, calibrated to an early-career professional.
Functional Excellence
Develop strong capability across people analytics methods, workforce data, reporting tools, and data quality while consistently delivering accurate, high-quality results.
- Gather, clean, and validate people data from HR systems, surveys, and other sources for analysis and reporting.
- Conduct recurring employee-data quality checks and resolve or escalate discrepancies.
- Learn the HR data environment, core metric definitions, and analytics tools while maintaining clear documentation of data sources, logic, and controls.
Business & Financial Acumen
Use data-driven thinking to understand business questions, identify patterns, and deliver people insights that inform decisions.
- Support the VP, Talent Management with recurring and ad hoc workforce analysis, including headcount, hiring, retention, and internal movement.
- Track and report attrition across the enterprise, monitoring voluntary and involuntary turnover by location, role, tenure, and leader.
- Analyze attrition drivers using exit survey, tenure, and workforce data, and help develop insights that inform retention strategies.
- Support analysis of employee listening data, including engagement, new-hire, and exit surveys.
- Perform analysis to identify trends, patterns, drivers, and areas requiring further review.
- Build reports, dashboards, scorecards, and visualizations that translate data into clear observations and business-relevant insights.
- Help prepare board, executive leadership, and HR leadership presentations that translate people data into a clear, compelling story.
Operational Excellence
Support consistent, scalable analytics and reporting through accurate data, root-cause problem solving, continuous improvement, and thoughtful use of technology.
- Maintain accurate organizational hierarchy and leader mapping data to support reporting and analysis.
- Produce recurring workforce, attrition, and employee listening reports and analytics.
- Partner with the Automation team and internal partners to automate recurring reporting, reduce manual work, and improve data accuracy.
Leadership
Demonstrate ownership, accountability, learning agility, and initiative while building capability through feedback and follow-through.
- Take ownership of assigned work and follow issues through resolution.
- Ask thoughtful questions, seek feedback, and build technical and business knowledge quickly.
- Communicate risks, issues, findings, and next steps clearly and proactively.
Customer / Relationship Management
Build trusted relationships across HR, business, and technical partners by listening well, communicating clearly, and delivering responsive support.
- Partner with HRBPs and HR colleagues to understand their questions and deliver data and insights that address them.
- Respond to data, reporting, and analytics requests with timely, professional follow-through.
- Coordinate with HR Technology and internal partners when data or system issues require troubleshooting or escalation.
Your first six months: 30, 60, and 180-day priorities
This phased roadmap defines successful onboarding and progression from learning, to supported execution, to independent ownership of assigned work.
First 30 days: learn and understand
- Learn Unifi’s HR organization, people data structures, metric definitions, reporting routines, analytics tools, and confidentiality expectations.
- Build relationships with the VP, Talent Management, HR leaders, HRBPs, Automation, and other key partners.
- Shadow employee-data validation, leader mapping, attrition reporting, survey analysis, dashboard maintenance, and executive reporting processes.
- Learn core metrics and data definitions, recurring reports, expected quality checks, and existing analytics documentation.
First 60 days: contribute with guidance
- Own recurring employee-data validation and routine reporting with appropriate guidance.
- Support leader mapping updates, data queries, survey data preparation, and issue resolution.
- Prepare accurate recurring reports and data sets and identify inconsistencies requiring follow-up.
- Produce recurring attrition reporting and contribute data and charts to executive and board materials with guidance.
- Support the VP, Talent Management with data preparation, analysis, reports, and visualizations.
- Document data sources and standard work, and begin identifying opportunities to simplify or automate recurring reporting.
First 180 days: execute, analyze, and improve
- Independently manage assigned reporting, data-quality, and analytics deliverables.
- Demonstrate consistent accuracy in data validation, leader mapping, and recurring reporting.
- Perform people-data analysis, identify meaningful patterns and drivers, and communicate insights to the VP, Talent Management and HR leaders.
- Independently maintain attrition tracking and contribute analysis and draft slides for board and executive presentations.
- Build or enhance assigned dashboards, visual reporting, and recurring analytical outputs with appropriate guidance.
- Contribute to reporting automation and process improvements with internal partners.
- Become a dependable team resource for workforce data, talent analytics, and reporting.
What you bring: required qualifications
- Bachelor's degree from an accredited four-year college or university in Data Analytics, Business Analytics, Statistics, Industrial/Organizational Psychology, Economics, Human Resources, Information Systems, or a related field.
- No prior full-time professional HR experience required; relevant internships, co-op assignments, university projects, or applied coursework are valued.
- Strong analytical aptitude and comfort working with data, spreadsheets, and structured information.
- Working knowledge of Microsoft Excel, including formulas, lookups, pivot tables, and data validation, gained through coursework, internships, or project experience.
- Working knowledge of Microsoft PowerPoint, with the ability to build clear, well-structured slides that summarize data and findings.
- Strong attention to detail and commitment to data accuracy and confidentiality.
- Strong problem-solving skills, intellectual curiosity, learning agility, and willingness to learn new systems and tools.
- Clear written and verbal communication skills, including the ability to explain analytical or technical information in straightforward business language.
- Strong interpersonal skills and ability to build productive relationships across HR, business, technical, and vendor partners.
- Ability to organize work, manage recurring deadlines, and follow through on multiple priorities.
Preferred qualifications
- Internship, co-op, coursework, or project experience involving people analytics, data analytics, business analytics, statistics, survey research, or related work.
- Exposure to HRIS/HCM data or employee survey platforms.
- Exposure to Power BI, Tableau, or another data-visualization tool.
- Exposure to SQL, Python, R, or other tools for working with structured data.
- Experience presenting analytical findings or building presentations through academic, internship, or project work.
Our culture: Elevate from the Heart
Unifi's culture is Elevate from the Heart. We are on a mission to become the most respected aviation services company in the world, and we get there by elevating our people. We bring passion by being proud, agile, safe, and intentional. We act with integrity by being clear, honest, reliable, and excellent. And we lead with empathy by being kind, observant, inclusive, and team-oriented.
See All 10 HR Analyst Jobs in Georgia
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Find HR Analyst JobsHR Analyst Jobs by City in Georgia
Where Georgia roles are concentrated, by current openings.
Atlanta
7 jobsAugusta
2 jobsRoswell
1 jobHR Analyst Job Market in Georgia
A snapshot from current Georgia openings, updated as new roles post.
Who's Hiring
A
What Georgia Employers Look For
The qualifications that appear most often in HR analyst jobs across Georgia.
- Bachelor's degree in human resources, business administration, or a related field
- Proficiency in HRIS platforms such as Workday, SAP SuccessFactors, or Oracle HCM
- Experience analyzing workforce data and producing reports for HR leadership
- Professional certification such as PHR, SHRM-CP, or SHRM-SCP preferred or required
- Familiarity with Georgia employment law, state leave requirements, and EEO compliance
- Strong proficiency in Excel or similar data tools for compensation and headcount modeling
HR Analyst Jobs in Georgia: Frequently Asked Questions
How do you become a hr analyst in Georgia?
Most hr analyst roles in Georgia require a bachelor's degree in human resources, business, or a closely related field. Georgia does not issue a state license for hr analysts, but employers consistently favor candidates who hold SHRM-CP, SHRM-SCP, or PHR credentials issued through the Society for Human Resource Management or HRCI. Gaining experience through entry-level HR coordinator or payroll assistant roles at Georgia-based companies is the most common path into an analyst position.
How much do HR analysts make in Georgia?
HR analysts in Georgia earn a median of about $70,570 a year, based on May 2025 Bureau of Labor Statistics wage data, ranging from around $44,580 for the lowest 10% to over $125,540 for the top 10%. Pay rises with experience, specialty, and employer.
Which companies hire hr analysts in Georgia?
Employers hiring hr analysts in Georgia right now include The Home Depot, Rheem Manufacturing, and Augusta-Richmond County, based on current listings on Migrate Mate as of November 2026. Georgia's deep concentration of Fortune 500 headquarters, major healthcare systems, and logistics firms means hr analyst openings appear consistently rather than in seasonal waves.
Which Georgia cities have the most hr analyst jobs?
Atlanta, Augusta, and Roswell account for the largest share of hr analyst openings in Georgia. Atlanta dominates due to its concentration of corporate headquarters, financial services firms, and large healthcare networks, while Savannah's growing logistics and manufacturing base and Augusta's healthcare and military-adjacent employers drive demand outside the metro.
Are there remote hr analyst jobs in Georgia?
Yes, and more than most fields. HR analyst work is desk-based and data-driven, which makes it well suited to remote and hybrid arrangements. About 100% of hr analyst openings tied to Georgia are remote or hybrid as of November 2026, reflecting how widely Georgia employers have adopted flexible models for this role. Compensation analysis and HRIS reporting positions tend to attract the most remote-friendly postings.
How can I get hired as a hr analyst in Georgia with little or no experience?
The most realistic entry path is through an HR coordinator or HR assistant role at a large Georgia employer, where analysts are often promoted from within. Companies like Emory Healthcare, Delta Air Lines, and state government agencies in Atlanta regularly hire for administrative HR roles that serve as direct pipelines to analyst positions. Earning a SHRM-CP or completing a HRCI-approved coursework program while in an entry role signals readiness to move up, and candidates with Excel or Workday experience stand out early.
Where can I find and apply to hr analyst jobs in Georgia?
You can find and apply to hr analyst jobs in Georgia on Migrate Mate, which lists current Georgia openings from employers hiring now. Find the roles that fit your experience and apply directly.
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