Accountabilities:

Own the People Analytics roadmap: Define and manage the analytics strategy, prioritizing critical workforce, talent, and operational questions while balancing immediate business needs with long-term data infrastructure and reporting improvements.
Build reliable people data foundations: Partner with HRIS teams and data owners to develop and maintain trustworthy datasets, sustainable data pipelines, standardized metric definitions, quality controls, and comprehensive documentation.
Improve HR processes: Analyze employee lifecycle activities, including onboarding, employee changes, case management, and offboarding, to identify bottlenecks, inefficiencies, errors, and opportunities to reduce manual work.
Measure operational performance: Develop and maintain metrics covering service demand, processing times, resolution quality, rework, and operational efficiency to support better capacity planning and automation decisions.
Deliver workforce and talent insights: Collaborate with People Business Partners and Finance to analyze headcount, workforce costs, organizational structures, recruitment, employee retention, internal mobility, and succession planning.
Apply advanced analytical methods: Use statistical analysis, forecasting, and predictive modeling techniques to answer complex workforce questions, clearly communicating assumptions, limitations, and business implications.
Develop actionable dashboards and reporting: Create intuitive dashboards and analytical reports that support leadership decision-making, streamline recurring reporting, and provide clear visibility into workforce trends and organizational risks.
Lead workforce insights reviews: Organize quarterly workforce analytics reviews, highlighting key developments, emerging challenges, strategic opportunities, and recommended actions for senior stakeholders.
Evaluate AI and automation opportunities: Identify, validate, and measure practical opportunities to introduce AI-powered solutions and automation into People processes, ensuring improvements deliver measurable results.
Promote responsible data practices: Establish appropriate privacy standards, access controls, and responsible AI practices while collaborating with Legal, IT, and relevant stakeholders on sensitive employee information.
Strengthen analytical capabilities: Establish consistent analytical standards and coach People team colleagues to improve data literacy, confidence, and their ability to use insights in everyday decisions.
Drive continuous improvement: Translate analytical findings into practical recommendations that improve operational efficiency, data accuracy, service quality, and the overall employee experience.

Requirements

At least 8 years of professional experience in People Analytics, HR Analytics, workforce analytics, or a closely related field, with substantial experience working with employee data and HR processes.
Strong understanding of HR operations, employee lifecycle management, workforce planning, and talent-related metrics.
Experience working with Workday or comparable Human Resources Information Systems (HRIS), including an understanding of how system configuration and business processes influence data quality.
Proven experience integrating complex HR datasets and developing reliable, scalable data pipelines in collaboration with HRIS, IT, or Data Engineering teams.
Advanced SQL proficiency and strong programming skills in Python or R.
Advanced experience with Databricks, Tableau, or comparable data analytics and visualization platforms.
Demonstrated ability to build dashboards, reporting frameworks, and analytical tools that senior leaders actively use to support strategic decisions.
Strong knowledge of statistical methods, forecasting, and predictive analytics, with the ability to select appropriate methodologies based on business questions and available data.
Proven track record of translating analytical findings into measurable improvements in operational efficiency, service quality, data accuracy, or employee experience.

How Jobgether works

We use an AI-powered matching process to ensure your application is reviewed quickly, objectively, and fairly against the role's core requirements. Our system identifies the top-fitting candidates, and this shortlist is then shared directly with the hiring company. The final decision and next steps (interviews, assessments) are managed by their internal team.

We appreciate your interest and wish you the best!

Why Apply Through Jobgether?

Data Privacy Notice: By submitting your application, you acknowledge that Jobgether will process your personal data to evaluate your candidacy and share relevant information with the hiring employer. This processing is based on legitimate interest and pre-contractual measures under applicable data protection laws (including GDPR). You may exercise your rights (access, rectification, erasure, objection) at any time.

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