Senior People Analytics Lead

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Senior People Analytics Lead based in the United States. Join a globally distributed, mission-driven technology organization where data plays a central role in shaping workforce strategy and organizational success. As Senior People Analytics Lead, you will own the People Analytics roadmap, transforming complex workforce data into actionable insights that support better business and employee outcomes. You will build reliable data foundations, develop advanced reporting capabilities, and identify opportunities to improve processes across the entire employee lifecycle. Working closely with People leadership, HR Operations, Talent Acquisition, Finance, and Technology teams, you will influence strategic decisions through meaningful analytics. You will also explore responsible applications of AI and automation to improve efficiency, accuracy, and employee experiences. This is a hands-on senior individual contributor opportunity offering broad organizational influence in a collaborative, innovative, and rapidly evolving environment. Accountabilities: • Own the People Analytics roadmap: Define and manage the analytics strategy, prioritizing critical workforce, talent, and operational questions while balancing immediate business needs with long-term data infrastructure and reporting improvements. • Build reliable people data foundations: Partner with HRIS teams and data owners to develop and maintain trustworthy datasets, sustainable data pipelines, standardized metric definitions, quality controls, and comprehensive documentation. • Improve HR processes: Analyze employee lifecycle activities, including onboarding, employee changes, case management, and offboarding, to identify bottlenecks, inefficiencies, errors, and opportunities to reduce manual work. • Measure operational performance: Develop and maintain metrics covering service demand, processing times, resolution quality, rework, and operational efficiency to support better capacity planning and automation decisions. • Deliver workforce and talent insights: Collaborate with People Business Partners and Finance to analyze headcount, workforce costs, organizational structures, recruitment, employee retention, internal mobility, and succession planning. • Apply advanced analytical methods: Use statistical analysis, forecasting, and predictive modeling techniques to answer complex workforce questions, clearly communicating assumptions, limitations, and business implications. • Develop actionable dashboards and reporting: Create intuitive dashboards and analytical reports that support leadership decision-making, streamline recurring reporting, and provide clear visibility into workforce trends and organizational risks. • Lead workforce insights reviews: Organize quarterly workforce analytics reviews, highlighting key developments, emerging challenges, strategic opportunities, and recommended actions for senior stakeholders. • Evaluate AI and automation opportunities: Identify, validate, and measure practical opportunities to introduce AI-powered solutions and automation into People processes, ensuring improvements deliver measurable results. • Promote responsible data practices: Establish appropriate privacy standards, access controls, and responsible AI practices while collaborating with Legal, IT, and relevant stakeholders on sensitive employee information. • Strengthen analytical capabilities: Establish consistent analytical standards and coach People team colleagues to improve data literacy, confidence, and their ability to use insights in everyday decisions. • Drive continuous improvement: Translate analytical findings into practical recommendations that improve operational efficiency, data accuracy, service quality, and the overall employee experience. Requirements: • At least 8 years of professional experience in People Analytics, HR Analytics, workforce analytics, or a closely related field, with substantial experience working with employee data and HR processes. • Strong understanding of HR operations, employee lifecycle management, workforce planning, and talent-related metrics. • Experience working with Workday or comparable Human Resources Information Systems (HRIS), including an understanding of how system configuration and business processes influence data quality. • Proven experience integrating complex HR datasets and developing reliable, scalable data pipelines in collaboration 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 data analytics and visualization platforms. • Demonstrated ability to build dashboards, reporting frameworks, and analytical tools that senior leaders actively use to support strategic decisions. • Strong knowledge of statistical methods, forecasting, and predictive analytics, with the ability to select appropriate methodologies based on business questions and available data. • Proven track record of translating analytical findings into measurable improvements in operational efficiency, service quality, data accuracy, or employee experience. • Strong problem-solving and critical-thinking skills, with the ability to interpret complex datasets and identify meaningful patterns and opportunities. • Excellent project management and prioritization abilities, including the capacity to scope ambiguous requests, manage competing priorities, and deliver independently. • Exceptional communication and presentation skills, with the ability to explain complex analytical concepts clearly and influence senior People and business leaders. • Strong stakeholder management and collaboration skills, with experience working across People Operations, Talent Acquisition, Total Rewards, Employee Relations, Finance, HRIS, and Technology teams. • Sound