HR Analyst Jobs in Pennsylvania
HR Analyst jobs in Pennsylvania are in steady demand, with openings concentrated in healthcare administration, financial services, and large-scale manufacturing across a market that ranges from entry-level coordinators through senior HR business partners. Philadelphia, Pittsburgh, and Harrisburg drive the bulk of hiring, anchored by employers like Independence Blue Cross, PNC Financial Services, and the Commonwealth of Pennsylvania. The most consistently sought specialties are compensation analysis, HRIS administration, and workforce analytics. Find a role that fits below and apply directly.
Find HR Analyst JobsOverview
Showing 5 of 9+ HR Analyst jobs
- Support People, Engagement and Impact priorities by contributing to initiatives across people governance, employee relations, public policy, government affairs, regulatory relations, philanthropy, and community impact.
- Employee Experience: Analyze and improve onboarding, internal mobility, and broader employee experiences using employee feedback, digital tools, and people insights.
- Test AI in Action: Support pilots of generative AI tools that enhance People and Corporate Affairs operations, such as drafting knowledge articles, streamlining communications, or powering internal help bots.
- Bring Data to Life: Build or refine dashboards that track key people and Corporate Affairs metrics—such as engagement trends, exit patterns, learning participation, employee relations themes, or community impact measures.
- Drive Internal Talent Mobility: Contribute to initiatives that match employees to open roles or projects based on skills, interests, and business needs, helping strengthen workforce agility and career growth.
- Voice of the Employee: Help run pulse surveys, focus groups, or feedback exercises and synthesize insights to inform people strategies, governance decisions, and employee-related priorities.
- Support Change Initiatives: Create toolkits, communications, and digital materials that help employees navigate change confidently and support broader Corporate Affairs messaging and engagement.
- Research Future Skills and External Trends: Conduct competitor and market research to inform evolving skills frameworks, workforce strategy, and broader Corporate Affairs priorities, including policy and regulatory developments.
- People Analytics & Data Storytelling — using dashboards, surveys, and workforce data to identify trends and turn insights into action across employee experience and Corporate Affairs priorities
- Employee Experience & Talent Strategy — improving onboarding, mobility, learning, and employee journeys while supporting business needs and people governance objectives
- Digital Innovation & AI Enablement — applying digital tools and generative AI to enhance People and Corporate Affairs processes, communications, and stakeholder experiences
- Communication, Change & Collaboration — creating clear materials, supporting change initiatives, and partnering across teams in a global environment
- Corporate Affairs Acumen — building exposure to people governance, employee relations, public policy, government affairs, regulatory relations, philanthropy, and community impact
- Supporting our people across the employee experience with a clear talent strategy for the future and simple, improved people processes and tools
- Engaging our stakeholders , including employees, governments, communities and media
- Delivering impact by helping BNY adapt to change and strengthen our culture
Analyst Program
Our 24-month rotational Analyst Program is designed to set you up for success from day one. New joiners take part in a structured induction experience to help them assimilate into BNY, learn about the organization, connect with peers and leaders, and build the core skills needed to navigate their early career with confidence.
- Enterprise-wide onboarding and development programming, including an in person immersive induction experience, executive speaker series, skill development, and networking opportunities.
- Meaningful project work aligned to key business practices and platforms, providing hands-on experience, skill development, and real-world business impact.
- Structured mentorship and career support from managers, senior leaders, peer mentors, business stakeholders, and dedicated program managers.
- Exposure across practices, platforms, and teams, building a broad understanding of BNY's integrated business model.
- Professional, technical, and financial services training designed to strengthen business acumen and prepare participants for long-term career success.
- A premier early-career experience, backed by senior leadership and designed to develop the next generation of talent for BNY's global workforce.
- Enrollment in a 4-year undergraduate degree program with a strong focus on business-related and/or technology-related majors preferred
- Graduating in Dec 2026 or May 2027 (U.S.)
- Minimum cumulative GPA of 3.0 or better
- Does not require sponsorship for employment visa status (now or in the future) in the country where applying.
- Support People, Engagement and Impact priorities by contributing to initiatives across people governance, employee relations, public policy, government affairs, regulatory relations, philanthropy, and community impact.
- Employee Experience: Analyze and improve onboarding, internal mobility, and broader employee experiences using employee feedback, digital tools, and people insights.
- Test AI in Action: Support pilots of generative AI tools that enhance People and Corporate Affairs operations, such as drafting knowledge articles, streamlining communications, or powering internal help bots.
- Bring Data to Life: Build or refine dashboards that track key people and Corporate Affairs metrics—such as engagement trends, exit patterns, learning participation, employee relations themes, or community impact measures.
- Drive Internal Talent Mobility: Contribute to initiatives that match employees to open roles or projects based on skills, interests, and business needs, helping strengthen workforce agility and career growth.
- Voice of the Employee: Help run pulse surveys, focus groups, or feedback exercises and synthesize insights to inform people strategies, governance decisions, and employee-related priorities.
- Support Change Initiatives: Create toolkits, communications, and digital materials that help employees navigate change confidently and support broader Corporate Affairs messaging and engagement.
- Research Future Skills and External Trends: Conduct competitor and market research to inform evolving skills frameworks, workforce strategy, and broader Corporate Affairs priorities, including policy and regulatory developments.
- People Analytics & Data Storytelling — using dashboards, surveys, and workforce data to identify trends and turn insights into action across employee experience and Corporate Affairs priorities
- Employee Experience & Talent Strategy — improving onboarding, mobility, learning, and employee journeys while supporting business needs and people governance objectives
- Digital Innovation & AI Enablement — applying digital tools and generative AI to enhance People and Corporate Affairs processes, communications, and stakeholder experiences
- Communication, Change & Collaboration — creating clear materials, supporting change initiatives, and partnering across teams in a global environment
- Corporate Affairs Acumen — building exposure to people governance, employee relations, public policy, government affairs, regulatory relations, philanthropy, and community impact
- Supporting our people across the employee experience with a clear talent strategy for the future and simple, improved people processes and tools
- Engaging our stakeholders , including employees, governments, communities and media
- Delivering impact by helping BNY adapt to change and strengthen our culture
Analyst Program
Our 24-month rotational Analyst Program is designed to set you up for success from day one. New joiners take part in a structured induction experience to help them assimilate into BNY, learn about the organization, connect with peers and leaders, and build the core skills needed to navigate their early career with confidence.
- Enterprise-wide onboarding and development programming, including an in person immersive induction experience, executive speaker series, skill development, and networking opportunities.
- Meaningful project work aligned to key business practices and platforms, providing hands-on experience, skill development, and real-world business impact.
- Structured mentorship and career support from managers, senior leaders, peer mentors, business stakeholders, and dedicated program managers.
- Exposure across practices, platforms, and teams, building a broad understanding of BNY's integrated business model.
- Professional, technical, and financial services training designed to strengthen business acumen and prepare participants for long-term career success.
- A premier early-career experience, backed by senior leadership and designed to develop the next generation of talent for BNY's global workforce.
- Enrollment in a 4-year undergraduate degree program with a strong focus on business-related and/or technology-related majors preferred
- Graduating in Dec 2026 or May 2027 (U.S.)
- Minimum cumulative GPA of 3.0 or better
- Does not require sponsorship for employment visa status (now or in the future) in the country where applying.
See All 9 HR Analyst Jobs in Pennsylvania
Find roles in Pennsylvania that match your experience and apply in just a few clicks.
Find HR Analyst JobsHR Analyst Jobs by City in Pennsylvania
Where Pennsylvania roles are concentrated, by current openings.
HR Analyst Job Market in Pennsylvania
A snapshot from current Pennsylvania openings, updated as new roles post.
Who's Hiring
Top Industries Hiring
- Biotechnology & Pharmaceuticals
What Pennsylvania Employers Look For
The qualifications that appear most often in HR analyst jobs across Pennsylvania.
- Bachelor's degree in human resources, business administration, or a related field
- Proficiency with HRIS platforms such as Workday, SAP, or Oracle HCM
- Experience analyzing workforce data and presenting findings to HR leadership
- Knowledge of Pennsylvania employment law and federal compliance requirements
- PHR or SHRM-CP certification preferred by many Pennsylvania employers
- Strong Excel skills including pivot tables, VLOOKUP, and data visualization
HR Analyst Jobs in Pennsylvania: Frequently Asked Questions
How do you become a hr analyst in Pennsylvania?
A bachelor's degree in human resources, business, or industrial-organizational psychology is the standard starting point for hr analyst roles in Pennsylvania. No state-issued license is required, but Pennsylvania employers strongly favor candidates who hold or are pursuing SHRM-CP or PHR certification through HRCI. Gaining experience with HRIS systems and data tools while completing a degree, through internships or campus programs at institutions like Penn State or Temple University, positions candidates well for their first role.
How much do HR analysts make in Pennsylvania?
HR analysts in Pennsylvania earn a median of about $70,450 a year, based on May 2025 Bureau of Labor Statistics wage data, ranging from around $46,610 for the lowest 10% to over $119,850 for the top 10%. Pay rises with experience, specialty, and employer.
Which companies hire hr analysts in Pennsylvania?
Employers hiring hr analysts in Pennsylvania right now include BNY, AURORA, and Sanofi, based on current listings on Migrate Mate as of September 2026. Pennsylvania's large healthcare networks, insurance carriers, and state government agencies are among the most consistent sources of hr analyst openings across the Commonwealth.
Which Pennsylvania cities have the most hr analyst jobs?
Pittsburgh, Philadelphia, and York are the Pennsylvania cities with the most hr analyst openings. Philadelphia leads because of its concentration of healthcare systems, insurance companies, and corporate headquarters, while Pittsburgh's strength in finance, technology, and university administration generates consistent demand, and Harrisburg's volume reflects the state government's large HR function across multiple agencies.
Are there remote hr analyst jobs in Pennsylvania?
Yes, and more than most fields. About 33% of hr analyst openings tied to Pennsylvania are remote or hybrid as of September 2026, reflecting that much of the work involves data analysis, reporting, and system administration that can be done offsite. Compensation analysis, HRIS reporting, and workforce planning tasks are the functions most frequently offered with full or partial remote flexibility.
How can I get hired as a hr analyst in Pennsylvania with little or no experience?
The most realistic entry path is through an HR coordinator or HR assistant role at a large Pennsylvania employer, where exposure to HRIS systems and compliance work builds the analytical foundation recruiters expect. Healthcare networks like UPMC and Jefferson Health run structured early-career HR programs that move associates into analyst tracks. Completing a SHRM student membership or earning a data analytics certificate strengthens a candidacy noticeably, and internship programs at Pennsylvania state agencies offer a direct route into workforce analysis roles without prior professional experience.
Where can I find and apply to hr analyst jobs in Pennsylvania?
You can find and apply to hr analyst jobs in Pennsylvania on Migrate Mate, which lists current Pennsylvania openings updated regularly. Search the listings for roles that match your experience level and location, then apply directly to the ones that fit.
See All 9 HR Analyst Jobs in Pennsylvania
Find roles in Pennsylvania that match your experience and apply in just a few clicks.
Find HR Analyst Jobs