Calpine Corporation is America's largest generator of electricity from natural gas and geothermal resources with operations in competitive power markets. Its fleet of 76 power plants in operation and one under construction represents nearly 26,000 megawatts of generation capacity. Through wholesale power operations and its retail businesses, Calpine serves customers in 22 states, Canada and Mexico. Its clean, efficient, modern and flexible fleet uses advanced technologies to generate power in a low-carbon and environmentally responsible manner.

The company was established on the premise that a strong commitment to the environment is inextricably linked to excellence in power generation and corporate responsibility. Since its founding in 1984, Calpine has led the power industry in its unwavering commitment to environmental stewardship. In addition, its renewable geothermal plants use steam generated deep below the earth's surface to produce clean, renewable electricity.

Job Summary (includes but is not limited to the following, other duties may be assigned)

The Human Resources Data Analyst for Human Resources plays a key role in developing business analytics that help drive decisions. This role is responsible for developing, maintaining, and improving a framework for measuring, tracking, and analyzing data, metrics, and KPIs while identifying trends and issues. Examples of duties include performing quantitative and qualitative analysis, problem solving, model development, data analysis and manipulation of large datasets, synthesizing results, and highlighting business implications. Additionally, this role is responsible for creating and distributing Weekly Headcount Reports, Monthly Organizational Charts and assisting with monthly financial analysis.

Job Responsibilities

• Comprehensive knowledge.
• Seasoned professional with advanced applied experience.
• Applies advanced skills contributing to knowledge areas within function, but not yet an expert in all.
• Makes recommendations on moderately complex issues regarding project components and tasks.
• May make recommendations on new processes, tools and services; supports and contributes to development of new products, services or techniques.
• Works on problems of diverse scope ranging from moderate to complex.
• Uses independent judgment requiring in-depth analysis of variable factors.
• Collaborates with senior professionals in selection of methods, techniques, and analytical approach.
• Little instruction on day-to-day work, general instructions on new assignments.
• Serves as project/technical lead on small to medium sized projects; may coordinate work of professionals, technicians and others outside of own department.
• Resource integrator –builds professional networks and identifies and connects resources to achieve goals. Regularly contributes actionable ideas in brainstorming and planning sessions.

Job Requirements

• Bachelor’s Degree or equivalent in human resources, business administration, finance, accounting or related field, MBA is a plus; prior HR, Finance, or accounting experience preferred.
• Minimum of 5 years’ experience with at least 3 years demonstrated experience performing data analyses, creating and managing various tools to support analytics, and creating management reports and dashboards, or the equivalent combination of education and related experience.
• Demonstrated high level competency in various software packages including, but not limited to Microsoft Office, specifically Excel, PowerPoint, SharePoint, and Cognos; knowledge of HRIS, MS Access, Visio and reporting tools.
• VBA is a plus.
• Must demonstrate attention to detail, data integrity and accuracy be results oriented and demonstrate the ability to multi task; must have experience developing and managing budgets including variances.

Additional Calpine Information:

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)