Senior People Analytics Lead
New
J
JobgetherPeople analytics
Based in the United StatesFull-TimeLead
SalaryUS Pay Zone 3: $147,475–$173,500. US Pay Zone 4: $137,275–$161,500.
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Job Details
- Experience
- At least 8 years of professional experience in People Analytics, HR Analytics, workforce analytics, or a closely related field
- Required Skills
- PythonSQLTableauWorkdayDatabricksR
Requirements
- At least 8 years of professional experience in People Analytics, HR Analytics, workforce analytics, or a closely related field.
- Substantial experience working with employee data and HR processes.
- Strong understanding of HR operations, employee lifecycle management, workforce planning, and talent-related metrics.
- Experience with Workday or a comparable HRIS and understanding of how configuration and business processes affect data quality.
- Experience integrating complex HR datasets and developing reliable, scalable data pipelines 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 analytics and visualization platforms.
- Experience building dashboards, reporting frameworks, and analytical tools used by senior leaders.
- Knowledge of statistical methods, forecasting, and predictive analytics.
- Ability to translate analytical findings into measurable operational or employee-experience improvements.
- Strong project management, prioritization, problem-solving, and critical-thinking skills.
- Excellent communication and presentation skills, including explaining complex analytical concepts and influencing senior leaders.
- Stakeholder-management and collaboration experience across People Operations, Talent Acquisition, Total Rewards, Employee Relations, Finance, HRIS, and Technology.
- Sound judgment handling confidential employee information and commitment to data privacy, fairness, and responsible AI.
Responsibilities
- Own the People Analytics roadmap and prioritize workforce, talent, and operational questions.
- Partner with HRIS teams and data owners to build and maintain trusted datasets, data pipelines, metric definitions, quality controls, and documentation.
- Analyze employee lifecycle processes to identify bottlenecks, inefficiencies, errors, and opportunities to reduce manual work.
- Develop operational metrics for service demand, processing times, resolution quality, rework, and efficiency.
- Analyze headcount, workforce costs, organizational structures, recruitment, retention, internal mobility, and succession planning.
- Use statistical analysis, forecasting, and predictive modeling to address workforce questions and communicate implications.
- Create dashboards and analytical reports that support leadership decisions and workforce visibility.
- Organize quarterly workforce analytics reviews for senior stakeholders.
- Evaluate AI and automation opportunities in People processes and measure their results.
- Establish privacy standards and access controls, promote responsible data practices, and coach People colleagues in analytics.
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