S&P Global HR Analyst in New York, New York

The Role:

The HR Analyst role partners with the S&P Global Ratings human resources team to support key talent management initiatives and programs. This role provides proactive HR solutions, provides counsel and guidance on core people planning processes:*

performance management, talent reviews, compensation reviews, other rewards & recognition processes and employee relations processes; provides data analysis and ad hoc reporting; develops organizational charts; and works with the Ratings HR team to develop and implement processes to support the business strategies and goals. This role also provides administrative support for the HRVP and team.


  • Acts as point of contact for first line supervisors - managers in order to best direct their questions - queries and direct them to the most appropriate resource including questions surrounding leaves of absences, immigration, etc., in order to provide them with overarching information and provide them with specific information - area that can best accommodate their requests.

    • Be an expert on our HR Systems and processes and provide guidance to HRBPs, managers and employee on all S&P Global HR Systems. This includes WorkDay and Visier.
  • Participate in user acceptance testing and other HR system technical trainings and tools in order to best support the larger organization. Obtain materials in order to support Ratings-specific training - education on processes like mid-year, development plan and year-end processes.

  • Understand the technical processes and interactions with our systems in order to answer first line manager and employee questions. Navigate basic systems questions - processes in order to close out first line - inquiries. Coaches first line supervisors - managers on Workday transactions as needed.

  • Support S&P Global people planning processes and new initiatives. Work across the Ratings HR team to help drive the annual performance management processes (PMP, talent reviews - calibrations, mid-year, year-end compensation process; etc., including preparation of materials for calibration templates, year-end compensation planning) and culture with employees and managers.

    • Provide reporting, employee and manager communications, scheduling of calibration and training sessions. Develop overall project plans for development planning, mid-year and year-end reviews.

    • Partner with the HRBPs on the talent development agendas and initiatives. Help conduct annual talent reviews, provide guidance and feedback on development plans, and work with managers to input all relevant data in our available systems. Collaborate with the Talent Development CoE to provide data analysis on all talent development initiatives. Help facilitate new leader assimilations and team building exercises.

    • Support and facilitate the annual compensation planning process. Provide guidance and analysis to Ratings teams to ensure optimal and equitable outcomes. Work with each HRBP and Compensation CoE on employee and manager communications, budget vs spend reporting, executive presentations, identification of Compensation Decision Managers (CDMs) and confirmation of manager hierarchies in WorkDay.

    • Generate and communicate HR data and analysis to Ratings HR team and managers on key workforce metrics in order to ensure appropriate workforce planning and talent utilization.

    • Provide reporting to the HR Community and other stakeholders

    • HR related regulatory disclosures including organization charts, HR headcount data, turnover, etc.

    • Running ad hoc reports as requested including providing termination reports to compliance, distribution lists for communications, etc.

  • Coordinate and - or manage transactions associated with onboarding, exits, transfers, and international assignments. Example transactions include:*

    o Sends out off-boarding emails as HRBPs are notified of resignations in business

    o Assist in access shut-off procedures where applicable

    o Coordinate approvals for immigration initiation forms

o Collaborate and build relationships with all areas of HR, including divisional HRBP team, HR CoEs, HR operations and Shared Services - Global Employee Solutions.

  • Arranges business travel, coordinates meeting arrangements and tracks expenses for Ratings HRVP while exercising discretion in managing confidential and sensitive nature of communications associated with the HRVP and team s activities, in addition to maintaining files, records, and HRVP s calendar.

Key Projects & Programs

  • HR Systems Work with HRBPs, managers and employees on actions related to WorkDay, Qlikview and Visier. Including but not limited to:*

    o Organizational and manager hierarchy changes

    o Cost centers alignments

o Position - Job requisition creation

o Job grade level changes o Compensation and spot awards
  • Global Mobility Support international and domestic relocations and short-term assignment through the completion of required initiation form, navigating through approval chains and general awareness of immigration processes - requirements.

    • HR Data and Analytics Effectively use HR data and analysis tied to operational performance and workforce planning to provide reporting on - Turnover, Supervisor to employee ratio, Open roles and headcount planning, Location, segment and grade analysis

    • Talent Acquisition

      o Work with managers to develop robust and accurate job descriptions for review and evaluation by Total Rewards. Develop understanding of Job Family matrices and distinctions between grade levels.

      o Manage components of the Corporate approval to hire process Preparation of the review materials at the bi-weekly meeting, updating the central tracking form, communicating outcomes to HRBPs

    • Employee Relations Help facilitate exit interviews, manage the vacation carryover review at year-end and serve as Witness for sensitive conversations.

Skills and Knowledge:

  • Analytical and reporting capabilities (Microsoft Office Suite:*

    Excel and Powerpoint)

    • Strong detail and process orientation with the ability to see opportunities for improvement

    • Ideally, experience navigating HR Data systems (Workday, Visier)

    • Strong organizational skills

    • Strong written and verbal communication skills

    • Willingness to learn

    • Strategic mindset

    • Collaborative approach

    • Reporting lines and Relationships

    • The HR Analyst reports to the Ratings HRVP and receives day-to-day direction and guidance from same and Corporate HRBPs

    • The HR Analyst, if located in a geography other than NA, will have a dotted line to the senior HRBP in the region who supports corporate functions in the relevant region

    • The HR Analyst builds and maintains strong relationships with Executive Assistants, Ratings HRteam, and CoEs

S&P Global Ratings is the world s leading provider of independent credit ratings. Our ratings are essential to driving growth, providing transparency and helping educate market participants so they can make decisions with confidence. We have more than 1 million credit ratings outstanding on government, corporate, financial sector and structured finance entities and securities. We offer an independent view of the market built on a unique combination of broad perspective and local insight. We provide our opinions and research about relative credit risk; market participants gain independent information to help support the growth of transparent, liquid debt markets worldwide.

S&P Global Ratings is a division of S&P Global (NYSE:

SPGI), which provides essential intelligence for individuals, companies and governments to make decisions with confidence. For more information, visit www.spglobal.com - ratings.

To all recruitment agencies:

S&P Global does not accept unsolicited agency resumes. Please do not forward such resumes to any S&P Global employee, office location or website. S&P Global will not be responsible for any fees related to such resumes.

S&P Global is an equal opportunity employer committed to making all employment decisions without regard to race - ethnicity, gender, pregnancy, gender identity or expression, color, creed, religion, national origin, age, disability, marital status (including domestic partnerships and civil unions), sexual orientation, military veteran status, unemployment status, or any other basis prohibited by federal, state or local law. Only electronic job submissions will be considered for employment.

If you need an accommodation during the application process due to a disability, please send an email to:

EEO.Compliance@spglobal.com and your request will be forwarded to the appropriate person.

The EEO is the Law

Poster http://www.dol.gov/ofccp/regs/compliance/posters/pdf/eeopost.pdf describes discrimination protections under federal law.