Analyst- People Analytics

( Remote opportunity)

Under the general direction of a manager and partnering closely with HR and business leaders, the People Analytics Analyst is focused on deriving and providing actionable insights to enable data-driven people solutions and decision-making throughout the company. The position requires understanding the “why” and affecting positive change as it relates to the selection, assessment, development, engagement and retention of talent within the organization along with the ability to handle multiple projects concurrently and function in a fast-paced, demanding, and high growth environment.

Primary Accountabilities

Analytics (85%)

1. Serve as an analytics partner to HR and assigned Business Units. Collaborate to learn the business, the needs of the business, and to understand people-related strategies and opportunities.
2. Collect, clean, format, and analyze talent and human resources data, including structured and unstructured data, to solve business problems using tools such as Excel, R, or Python.
3. Design, build, and implement interactive dashboards, presentations, or visualizations to communicate information and insights to the leadership team and to the broader organization.
4. Utilize data to create and interpret statistical significance and models, to assess and predict trends and make recommendations to the Business executives and HR leadership on opportunities to develop, engage, and retain associates across the organization through talent enablement and people analytics initiatives.
5. Lead the design, delivery, communication, execution and analysis of quantitative and qualitative data collection programs, such as pulse surveys, assessment tools, and stay and exit interviews.
6. Create, maintain, analyze, and evolve talent metrics, statistical models, and KPIs to monitor and evaluate the quality and effectiveness of talent solutions and systems as they relate to organizational needs.
7. Develop predictive models for talent acquisition, retention, and development using internal and external data.

Strategic (15%)

1. Leverage data, research and best practices to assist the team in developing strategic talent initiatives, such as competency framework, talent calibration, succession planning, performance management, etc.
2. Partner internally to improve HR’s ability to use reporting tools, analyze data, and identify key insights.

We are an Equal Opportunity Employer, including disability/vets.