People Analytics & Insights Analyst

Role Summary

The People Data Analyst IV is a senior analytics professional who turns workforce data into actionable insights that inform talent and organizational decisions. Partnering with HR leaders and business stakeholders, this role identifies workforce challenges, translates business questions into analytics solutions, and delivers clear recommendations that support workforce outcomes, operational effectiveness, and business performance. The primary focus is descriptive analytics, workforce reporting, and dashboard development: explaining what has changed, where trends differ across the organization, and which findings require leadership attention. The role combines hands-on analysis with stakeholder partnership to make workforce information accurate, accessible, and useful in day-to-day and strategic decisions.

Essential Duties & Responsibilities

Business Partnership and Advisory

• Build trusted relationships with HR leaders and business stakeholders to understand workforce priorities and identify opportunities for analytics.
• Translate business questions into clearly defined analytics projects, reporting requirements, and measurable outcomes aligned with talent and organizational strategies.
• Clarify the intended audience, decisions to be supported, scope, definitions, and delivery timelines before beginning analysis.
• Communicate findings through clear data storytelling, practical recommendations, and executive-ready presentations that connect workforce trends to business priorities.
Workforce Analytics and Reporting

• Design, develop, and maintain dashboards, scorecards, and recurring and ad hoc reports that provide HR and business leaders with a consistent view of the workforce.
• Develop and maintain Workday reports to support workforce analysis and HR reporting needs; validate outputs, troubleshoot discrepancies, and partner with HR Technology to support appropriate data access.
• Analyze headcount, hiring, retention, turnover, internal mobility, representation, and organizational health across business units, functions, locations, and employee groups.
• Use descriptive methods such as trend analysis, segmentation, period-over-period comparisons, and variance analysis to explain workforce changes and highlight emerging risks and opportunities.
• Translate analysis into concise narratives that explain what happened, where changes are concentrated, why the findings matter, and what leaders should consider next.
• Investigate unusual patterns and reporting variances with stakeholders, distinguish confirmed findings from hypotheses, and clearly explain data limitations.
• Prepare reporting packages for leadership reviews, highlighting key metrics, material changes, and follow-up questions.
• Improve report usability through clear visualizations, consistent definitions, and relevant filters; guide stakeholders in interpreting results and using self-service analytics.
Data Quality and Reporting Improvement

• Validate and reconcile workforce data and reporting outputs, investigate discrepancies, and work with data owners to resolve quality issues.
• Document metric definitions, calculation logic, data sources, assumptions, and refresh schedules to support consistent interpretation and repeatable reporting.
• Evaluate new workforce data sources and recommend improvements to reporting processes, metrics, and measurement frameworks.
• Protect sensitive employee information and follow applicable data privacy, security, and confidentiality requirements.
• Apply relevant People Analytics research, benchmarks, and best practices to improve reporting and insight generation.
Project Leadership

• Lead analytics initiatives from problem definition and requirements gathering through delivery, stakeholder adoption, and outcome measurement.
• Manage multiple projects, balancing stakeholder priorities, dependencies, and delivery timelines.
• Partner with HR, technology, and data teams to validate requirements, test reporting outputs, and support implementation.
• Measure delivery quality, report usage, stakeholder adoption, and reporting efficiency to assess outcomes and identify improvements.

Department: Human Resources
Experience Level: Mid-Senior Level