Lead - People Analytics

• Own workforce cost analytics across current state, projections, and scenario modeling.
• Track and model in-year cost vs exit cost, factoring exits, backfills, hiring plans, and timing shifts.
• Build buffers and assumptions to ensure projected workforce costs stay close to actuals through the year.
• Partner closely with Finance and Rewards to support budgeting, AOPs, and leadership reviews.

• Maintain and continuously improve existing People Analytics dashboards.
• Design and build new dashboards as requirements emerge across People teams.
• Primary tools: Power BI (strong DAX, data modeling, and performance optimization expected).
• Apply strong storyboarding, UX, and design principles to build user-centric, decision-ready dashboards.
• Ensure dashboards are intuitive, scalable, and aligned to leadership consumption needs.

• Build analytics capabilities that move the org from descriptive → diagnostic → predictive insights.
• Develop proactive views on:
• Attrition risk
• Hiring effectiveness
• Workforce mix and cost evolution
• Org design and capability gaps
• Partner with People Systems and HR Tech teams to embed insights into workflows where possible.

• Act as a centralized analytics partner for the People Team on complex problem statements.
• Conduct org-level hypothesis-driven analyses and present clear insights with recommendations.
• Translate data into executive-ready narratives that enable action—not just observation.
• Support leadership decks, board-level discussions, and strategic reviews with data-backed insights.

• Own the communication strategy for People Analytics initiatives.
• Proactively inform stakeholders about new dashboards, changes, and enhancements.
• Conduct demos, training sessions, and office hours to drive adoption.
• Enable decentralization of simple analytics by upskilling People teams to speak the “metrics language.”

• Work with HRMS and ATS systems such as SuccessFactors, Workday, Greenhouse, SAP Recruitment, etc.
• Ensure data quality, consistency, and governance across systems feeding analytics.
• Partner with People Systems to improve data structures and future readiness.

• Identify opportunities across People Analytics and People Operations to reduce manual effort through automation, self-serve analytics, and AI-enabled workflows.
• Partner closely with People Systems, Technology, and Product teams to design and implement automated or agentic solutions for recurring analytics, reporting, and insight-generation use cases.
• Help evolve People Analytics from static dashboards to intelligent, action-oriented systems that proactively surface insights and recommendations.
• Continuously evaluate emerging analytics, AI, and agentic capabilities to improve speed, scalability, and decision quality for the People Team.

• 5+ years of overall experience within HR or adjacent enablement functions.
• 3+ years of hands-on experience in Analytics and reporting.
• Strong experience with workforce cost analytics and planning.
• Advanced proficiency in Power BI and DAX.
• Solid understanding of HR systems (HRMS, ATS) and people data structures.
• Experience building predictive or proactive analytics is strongly preferred.
• Strong communication, stakeholder management, and storytelling skills.
• Preferred experience working with automation, AI-driven analytics, or agentic workflows to reduce manual reporting and improve operational efficiency.
• Comfortable operating in fast-changing environments with shifting priorities.

• Leaders trust People Analytics as a single source of truth for workforce decisions.
• Workforce cost projections are accurate, explainable, and actionable.
• Dashboards are widely adopted and used in decision-making forums.
• The People Team increasingly operates with a data-first mindset.
• Analytics shifts from reactive reporting to proactive insight generation.
• Manual, repetitive analytics and reporting work is significantly reduced, with intelligent, automated insights enabling faster and more proactive people decisions.

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