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.
• 7–10+ years of experience in People Analytics, Workforce Analytics, Human Resources, Business Intelligence, or a related analytical field.
• Demonstrated experience translating workforce data into actionable insights through descriptive analytics, dashboards, and reporting.
• Ability to define workforce metrics, analyze trends and variances, and explain findings and limitations to nontechnical audiences.
• Experience with data visualization tools such as Tableau or Power BI, and data preparation tools such as Alteryx or similar platforms.
• Strong SQL skills and hands-on experience with Oracle and Snowflake, including querying, combining, and validating data for reporting and analysis.
• Hands-on experience with Workday reporting, including creating and maintaining custom reports, using calculated fields, and validating workforce data; understanding of Workday data sources, business objects, and reporting security.
• Strong communication and stakeholder management skills, including the ability to present insights and recommendations to HR and business leaders.
• Strong business acumen, with an understanding of workforce metrics, organizational priorities, and return on investment considerations.
• Proven ability to lead analytics projects and manage multiple concurrent initiatives.
• Experience handling highly confidential and sensitive information with discretion.
• Strong organizational skills, attention to detail, and a commitment to data accuracy.
• Ability to adapt to changing priorities and work effectively in a fast-paced, evolving environment.

Preferred Qualifications

• Bachelor’s or master’s degree in Analytics, Business, Human Resources, Organizational Management, Statistics, or a related field.
• Experience applying analytics to workforce and business challenges.
• Knowledge of survey analytics, workforce measurement, and employee listening programs.
• Familiarity with statistical methods and quantitative analysis.
• Interest in developing expertise in advanced analytics and workforce planning.

WD is committed to providing equal opportunities to all applicants and employees and will not discriminate against any applicant or employee based on their race, color, ancestry, religion (including religious dress and grooming standards), sex (including pregnancy, childbirth or related medical conditions, breastfeeding or related medical conditions), gender (including a person’s gender identity, gender expression, and gender-related appearance and behavior, whether or not stereotypically associated with the person’s assigned sex at birth), age, national origin, sexual orientation, medical condition, marital status (including domestic partnership status), physical disability, mental disability, medical condition, genetic information, protected medical and family care leave, Civil Air Patrol status, military and veteran status, or other legally protected characteristics.

We also prohibit harassment of any individual on any of the characteristics listed above. Our non-discrimination policy applies to all aspects of employment. We comply with the laws and regulations set forth in the " Know Your Rights: Workplace Discrimination is Illegal ” poster.

Our pay transparency policy is available here .

WD thrives on the power and potential of diversity. As a global company, we believe the most effective way to embrace the diversity of our customers and communities is to mirror it from within. We believe the fusion of various perspectives results in the best outcomes for our employees, our company, our customers, and the world around us.

We are committed to an inclusive environment where every individual can thrive through a sense of belonging, respect and contribution.

WD is committed to offering opportunities to applicants with disabilities and ensuring a