-
Accountabilities:
1.
Strategic Workforce Analytics - lead analysis of workforce data (headcount, attrition, absence, productivity, engagement, pay, span of control, skill mix) to identify trends, risks and improvement opportunities aligned to business strategy.
2.
Workforce planning & Scenario modelling - Develop predictive models and scenario analysis to inform workforce planning, organisational design and demand forecasting decisions in partnership with Workforce & Demand and HR.
3.
Financial & Change Impact modelling - Model the financial and operational impact of people related initiatives (e.g.
restructures, pay awards, benefit changes, TUPE, redundancy scenarios, new role creation), ensuring alignment with business finance and FP&A assumptions.
4.
Insight Generation & Narrative development - Translate complex workforce data into clear, commercially relevant insight for senior leaders, linking people metrics to operational performance and cost outcomes.
5.
People Performance Reporting & KPI Frameworks - Design and maintain robust dashboards and KPIS that align people metrics with business objectives, improving automation and reducing manual reporting dependency.
6.
Data Integrity & Governance - Ensure workforce data accuracy, consistency and compliance by working closely with HR systems, Data teams and Technology platforms to improve data quality and governance standards.
7.
Continuous Improvement & Analytics maturity - Drive the evolution of people analytics capability by leveraging technology, enhancing self-service insight, and embedded data-driven decision making across the People function.
Key Contacts & Relationships:
Internal:
• People Leadership Team
• Workforce & Demand teams
• Business Intelligence & Insight teams
• Business Finance teams
• Technology - Data & Analytics team
• Technology Platform teams
• Operational leaders
• US Analytics Lead
External:
• HR system providers and platform partners
• Data analytics or BI solution vendors
• External consultants supporting workforce transformation (where applicable)
• Auditors or regulatory bodies (where workforce data compliance is required)
Qualifications & Experience
Essential:
• Degree-level qualification (or equivalent experience) in Data Analytics, Business, HR Analytics, Statistics or related discipline.
• Significant experience in workforce analytics, people insight or HR data analysis within a complex organisation.
• Proven experience in financial modelling and cost-of-change analysis relating to workforce initiatives.
• Strong analytical capability with experience in trend analysis, forecasting and scenario modelling.
• Experience producing executive-level insight and narrative reporting.
• Advanced proficiency in analytics and visualisation tools (e.g., Power BI, Tableau, advanced Excel; SQL desirable).
• Experience working with HRIS platforms (e.g., Workday, SAP SuccessFactors, Oracle HCM or similar).
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Type: Permanent Location: Minneapolis, US-MN
Salary / Rate: Not Specified
Posted: 2026-03-26 09:09:24
-
Accountabilities:
1.
Strategic Workforce Analytics - lead analysis of workforce data (headcount, attrition, absence, productivity, engagement, pay, span of control, skill mix) to identify trends, risks and improvement opportunities aligned to business strategy.
2.
Workforce planning & Scenario modelling - Develop predictive models and scenario analysis to inform workforce planning, organisational design and demand forecasting decisions in partnership with Workforce & Demand and HR.
3.
Financial & Change Impact modelling - Model the financial and operational impact of people related initiatives (e.g.
restructures, pay awards, benefit changes, TUPE, redundancy scenarios, new role creation), ensuring alignment with business finance and FP&A assumptions.
4.
Insight Generation & Narrative development - Translate complex workforce data into clear, commercially relevant insight for senior leaders, linking people metrics to operational performance and cost outcomes.
5.
People Performance Reporting & KPI Frameworks - Design and maintain robust dashboards and KPIS that align people metrics with business objectives, improving automation and reducing manual reporting dependency.
6.
Data Integrity & Governance - Ensure workforce data accuracy, consistency and compliance by working closely with HR systems, Data teams and Technology platforms to improve data quality and governance standards.
7.
Continuous Improvement & Analytics maturity - Drive the evolution of people analytics capability by leveraging technology, enhancing self-service insight, and embedded data-driven decision making across the People function.
Key Contacts & Relationships:
Internal:
• People Leadership Team
• Workforce & Demand teams
• Business Intelligence & Insight teams
• Business Finance teams
• Technology - Data & Analytics team
• Technology Platform teams
• Operational leaders
• US Analytics Lead
External:
• HR system providers and platform partners
• Data analytics or BI solution vendors
• External consultants supporting workforce transformation (where applicable)
• Auditors or regulatory bodies (where workforce data compliance is required)
Qualifications & Experience
Essential:
• Degree-level qualification (or equivalent experience) in Data Analytics, Business, HR Analytics, Statistics or related discipline.
• Significant experience in workforce analytics, people insight or HR data analysis within a complex organisation.
• Proven experience in financial modelling and cost-of-change analysis relating to workforce initiatives.
• Strong analytical capability with experience in trend analysis, forecasting and scenario modelling.
• Experience producing executive-level insight and narrative reporting.
• Advanced proficiency in analytics and visualisation tools (e.g., Power BI, Tableau, advanced Excel; SQL desirable).
• Experience working with HRIS platforms (e.g., Workday, SAP SuccessFactors, Oracle HCM or similar).
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Type: Permanent Location: Duluth, US-MN
Salary / Rate: Not Specified
Posted: 2026-03-26 09:09:22
-
Accountabilities:
1.
Strategic Workforce Analytics - lead analysis of workforce data (headcount, attrition, absence, productivity, engagement, pay, span of control, skill mix) to identify trends, risks and improvement opportunities aligned to business strategy.
2.
Workforce planning & Scenario modelling - Develop predictive models and scenario analysis to inform workforce planning, organisational design and demand forecasting decisions in partnership with Workforce & Demand and HR.
3.
Financial & Change Impact modelling - Model the financial and operational impact of people related initiatives (e.g.
restructures, pay awards, benefit changes, TUPE, redundancy scenarios, new role creation), ensuring alignment with business finance and FP&A assumptions.
4.
Insight Generation & Narrative development - Translate complex workforce data into clear, commercially relevant insight for senior leaders, linking people metrics to operational performance and cost outcomes.
5.
People Performance Reporting & KPI Frameworks - Design and maintain robust dashboards and KPIS that align people metrics with business objectives, improving automation and reducing manual reporting dependency.
6.
Data Integrity & Governance - Ensure workforce data accuracy, consistency and compliance by working closely with HR systems, Data teams and Technology platforms to improve data quality and governance standards.
7.
Continuous Improvement & Analytics maturity - Drive the evolution of people analytics capability by leveraging technology, enhancing self-service insight, and embedded data-driven decision making across the People function.
Key Contacts & Relationships:
Internal:
• People Leadership Team
• Workforce & Demand teams
• Business Intelligence & Insight teams
• Business Finance teams
• Technology - Data & Analytics team
• Technology Platform teams
• Operational leaders
• US Analytics Lead
External:
• HR system providers and platform partners
• Data analytics or BI solution vendors
• External consultants supporting workforce transformation (where applicable)
• Auditors or regulatory bodies (where workforce data compliance is required)
Qualifications & Experience
Essential:
• Degree-level qualification (or equivalent experience) in Data Analytics, Business, HR Analytics, Statistics or related discipline.
• Significant experience in workforce analytics, people insight or HR data analysis within a complex organisation.
• Proven experience in financial modelling and cost-of-change analysis relating to workforce initiatives.
• Strong analytical capability with experience in trend analysis, forecasting and scenario modelling.
• Experience producing executive-level insight and narrative reporting.
• Advanced proficiency in analytics and visualisation tools (e.g., Power BI, Tableau, advanced Excel; SQL desirable).
• Experience working with HRIS platforms (e.g., Workday, SAP SuccessFactors, Oracle HCM or similar).
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Type: Permanent Location: Grand Rapids, US-MI
Salary / Rate: Not Specified
Posted: 2026-03-26 09:09:20
-
Accountabilities:
1.
Strategic Workforce Analytics - lead analysis of workforce data (headcount, attrition, absence, productivity, engagement, pay, span of control, skill mix) to identify trends, risks and improvement opportunities aligned to business strategy.
2.
Workforce planning & Scenario modelling - Develop predictive models and scenario analysis to inform workforce planning, organisational design and demand forecasting decisions in partnership with Workforce & Demand and HR.
3.
Financial & Change Impact modelling - Model the financial and operational impact of people related initiatives (e.g.
restructures, pay awards, benefit changes, TUPE, redundancy scenarios, new role creation), ensuring alignment with business finance and FP&A assumptions.
4.
Insight Generation & Narrative development - Translate complex workforce data into clear, commercially relevant insight for senior leaders, linking people metrics to operational performance and cost outcomes.
5.
People Performance Reporting & KPI Frameworks - Design and maintain robust dashboards and KPIS that align people metrics with business objectives, improving automation and reducing manual reporting dependency.
6.
Data Integrity & Governance - Ensure workforce data accuracy, consistency and compliance by working closely with HR systems, Data teams and Technology platforms to improve data quality and governance standards.
7.
Continuous Improvement & Analytics maturity - Drive the evolution of people analytics capability by leveraging technology, enhancing self-service insight, and embedded data-driven decision making across the People function.
Key Contacts & Relationships:
Internal:
• People Leadership Team
• Workforce & Demand teams
• Business Intelligence & Insight teams
• Business Finance teams
• Technology - Data & Analytics team
• Technology Platform teams
• Operational leaders
• US Analytics Lead
External:
• HR system providers and platform partners
• Data analytics or BI solution vendors
• External consultants supporting workforce transformation (where applicable)
• Auditors or regulatory bodies (where workforce data compliance is required)
Qualifications & Experience
Essential:
• Degree-level qualification (or equivalent experience) in Data Analytics, Business, HR Analytics, Statistics or related discipline.
• Significant experience in workforce analytics, people insight or HR data analysis within a complex organisation.
• Proven experience in financial modelling and cost-of-change analysis relating to workforce initiatives.
• Strong analytical capability with experience in trend analysis, forecasting and scenario modelling.
• Experience producing executive-level insight and narrative reporting.
• Advanced proficiency in analytics and visualisation tools (e.g., Power BI, Tableau, advanced Excel; SQL desirable).
• Experience working with HRIS platforms (e.g., Workday, SAP SuccessFactors, Oracle HCM or similar).
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Type: Permanent Location: Bangor, US-ME
Salary / Rate: Not Specified
Posted: 2026-03-26 09:09:18
-
Accountabilities:
1.
Strategic Workforce Analytics - lead analysis of workforce data (headcount, attrition, absence, productivity, engagement, pay, span of control, skill mix) to identify trends, risks and improvement opportunities aligned to business strategy.
2.
Workforce planning & Scenario modelling - Develop predictive models and scenario analysis to inform workforce planning, organisational design and demand forecasting decisions in partnership with Workforce & Demand and HR.
3.
Financial & Change Impact modelling - Model the financial and operational impact of people related initiatives (e.g.
restructures, pay awards, benefit changes, TUPE, redundancy scenarios, new role creation), ensuring alignment with business finance and FP&A assumptions.
4.
Insight Generation & Narrative development - Translate complex workforce data into clear, commercially relevant insight for senior leaders, linking people metrics to operational performance and cost outcomes.
5.
People Performance Reporting & KPI Frameworks - Design and maintain robust dashboards and KPIS that align people metrics with business objectives, improving automation and reducing manual reporting dependency.
6.
Data Integrity & Governance - Ensure workforce data accuracy, consistency and compliance by working closely with HR systems, Data teams and Technology platforms to improve data quality and governance standards.
7.
Continuous Improvement & Analytics maturity - Drive the evolution of people analytics capability by leveraging technology, enhancing self-service insight, and embedded data-driven decision making across the People function.
Key Contacts & Relationships:
Internal:
• People Leadership Team
• Workforce & Demand teams
• Business Intelligence & Insight teams
• Business Finance teams
• Technology - Data & Analytics team
• Technology Platform teams
• Operational leaders
• US Analytics Lead
External:
• HR system providers and platform partners
• Data analytics or BI solution vendors
• External consultants supporting workforce transformation (where applicable)
• Auditors or regulatory bodies (where workforce data compliance is required)
Qualifications & Experience
Essential:
• Degree-level qualification (or equivalent experience) in Data Analytics, Business, HR Analytics, Statistics or related discipline.
• Significant experience in workforce analytics, people insight or HR data analysis within a complex organisation.
• Proven experience in financial modelling and cost-of-change analysis relating to workforce initiatives.
• Strong analytical capability with experience in trend analysis, forecasting and scenario modelling.
• Experience producing executive-level insight and narrative reporting.
• Advanced proficiency in analytics and visualisation tools (e.g., Power BI, Tableau, advanced Excel; SQL desirable).
• Experience working with HRIS platforms (e.g., Workday, SAP SuccessFactors, Oracle HCM or similar).
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Type: Permanent Location: Aberdeen, US-MD
Salary / Rate: Not Specified
Posted: 2026-03-26 09:09:17
-
Accountabilities:
1.
Strategic Workforce Analytics - lead analysis of workforce data (headcount, attrition, absence, productivity, engagement, pay, span of control, skill mix) to identify trends, risks and improvement opportunities aligned to business strategy.
2.
Workforce planning & Scenario modelling - Develop predictive models and scenario analysis to inform workforce planning, organisational design and demand forecasting decisions in partnership with Workforce & Demand and HR.
3.
Financial & Change Impact modelling - Model the financial and operational impact of people related initiatives (e.g.
restructures, pay awards, benefit changes, TUPE, redundancy scenarios, new role creation), ensuring alignment with business finance and FP&A assumptions.
4.
Insight Generation & Narrative development - Translate complex workforce data into clear, commercially relevant insight for senior leaders, linking people metrics to operational performance and cost outcomes.
5.
People Performance Reporting & KPI Frameworks - Design and maintain robust dashboards and KPIS that align people metrics with business objectives, improving automation and reducing manual reporting dependency.
6.
Data Integrity & Governance - Ensure workforce data accuracy, consistency and compliance by working closely with HR systems, Data teams and Technology platforms to improve data quality and governance standards.
7.
Continuous Improvement & Analytics maturity - Drive the evolution of people analytics capability by leveraging technology, enhancing self-service insight, and embedded data-driven decision making across the People function.
Key Contacts & Relationships:
Internal:
• People Leadership Team
• Workforce & Demand teams
• Business Intelligence & Insight teams
• Business Finance teams
• Technology - Data & Analytics team
• Technology Platform teams
• Operational leaders
• US Analytics Lead
External:
• HR system providers and platform partners
• Data analytics or BI solution vendors
• External consultants supporting workforce transformation (where applicable)
• Auditors or regulatory bodies (where workforce data compliance is required)
Qualifications & Experience
Essential:
• Degree-level qualification (or equivalent experience) in Data Analytics, Business, HR Analytics, Statistics or related discipline.
• Significant experience in workforce analytics, people insight or HR data analysis within a complex organisation.
• Proven experience in financial modelling and cost-of-change analysis relating to workforce initiatives.
• Strong analytical capability with experience in trend analysis, forecasting and scenario modelling.
• Experience producing executive-level insight and narrative reporting.
• Advanced proficiency in analytics and visualisation tools (e.g., Power BI, Tableau, advanced Excel; SQL desirable).
• Experience working with HRIS platforms (e.g., Workday, SAP SuccessFactors, Oracle HCM or similar).
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Type: Permanent Location: Boston, US-MA
Salary / Rate: Not Specified
Posted: 2026-03-26 09:09:15
-
Accountabilities:
1.
Strategic Workforce Analytics - lead analysis of workforce data (headcount, attrition, absence, productivity, engagement, pay, span of control, skill mix) to identify trends, risks and improvement opportunities aligned to business strategy.
2.
Workforce planning & Scenario modelling - Develop predictive models and scenario analysis to inform workforce planning, organisational design and demand forecasting decisions in partnership with Workforce & Demand and HR.
3.
Financial & Change Impact modelling - Model the financial and operational impact of people related initiatives (e.g.
restructures, pay awards, benefit changes, TUPE, redundancy scenarios, new role creation), ensuring alignment with business finance and FP&A assumptions.
4.
Insight Generation & Narrative development - Translate complex workforce data into clear, commercially relevant insight for senior leaders, linking people metrics to operational performance and cost outcomes.
5.
People Performance Reporting & KPI Frameworks - Design and maintain robust dashboards and KPIS that align people metrics with business objectives, improving automation and reducing manual reporting dependency.
6.
Data Integrity & Governance - Ensure workforce data accuracy, consistency and compliance by working closely with HR systems, Data teams and Technology platforms to improve data quality and governance standards.
7.
Continuous Improvement & Analytics maturity - Drive the evolution of people analytics capability by leveraging technology, enhancing self-service insight, and embedded data-driven decision making across the People function.
Key Contacts & Relationships:
Internal:
• People Leadership Team
• Workforce & Demand teams
• Business Intelligence & Insight teams
• Business Finance teams
• Technology - Data & Analytics team
• Technology Platform teams
• Operational leaders
• US Analytics Lead
External:
• HR system providers and platform partners
• Data analytics or BI solution vendors
• External consultants supporting workforce transformation (where applicable)
• Auditors or regulatory bodies (where workforce data compliance is required)
Qualifications & Experience
Essential:
• Degree-level qualification (or equivalent experience) in Data Analytics, Business, HR Analytics, Statistics or related discipline.
• Significant experience in workforce analytics, people insight or HR data analysis within a complex organisation.
• Proven experience in financial modelling and cost-of-change analysis relating to workforce initiatives.
• Strong analytical capability with experience in trend analysis, forecasting and scenario modelling.
• Experience producing executive-level insight and narrative reporting.
• Advanced proficiency in analytics and visualisation tools (e.g., Power BI, Tableau, advanced Excel; SQL desirable).
• Experience working with HRIS platforms (e.g., Workday, SAP SuccessFactors, Oracle HCM or similar).
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Type: Permanent Location: Baltimore, US-MD
Salary / Rate: Not Specified
Posted: 2026-03-26 09:09:13
-
Accountabilities:
1.
Strategic Workforce Analytics - lead analysis of workforce data (headcount, attrition, absence, productivity, engagement, pay, span of control, skill mix) to identify trends, risks and improvement opportunities aligned to business strategy.
2.
Workforce planning & Scenario modelling - Develop predictive models and scenario analysis to inform workforce planning, organisational design and demand forecasting decisions in partnership with Workforce & Demand and HR.
3.
Financial & Change Impact modelling - Model the financial and operational impact of people related initiatives (e.g.
restructures, pay awards, benefit changes, TUPE, redundancy scenarios, new role creation), ensuring alignment with business finance and FP&A assumptions.
4.
Insight Generation & Narrative development - Translate complex workforce data into clear, commercially relevant insight for senior leaders, linking people metrics to operational performance and cost outcomes.
5.
People Performance Reporting & KPI Frameworks - Design and maintain robust dashboards and KPIS that align people metrics with business objectives, improving automation and reducing manual reporting dependency.
6.
Data Integrity & Governance - Ensure workforce data accuracy, consistency and compliance by working closely with HR systems, Data teams and Technology platforms to improve data quality and governance standards.
7.
Continuous Improvement & Analytics maturity - Drive the evolution of people analytics capability by leveraging technology, enhancing self-service insight, and embedded data-driven decision making across the People function.
Key Contacts & Relationships:
Internal:
• People Leadership Team
• Workforce & Demand teams
• Business Intelligence & Insight teams
• Business Finance teams
• Technology - Data & Analytics team
• Technology Platform teams
• Operational leaders
• US Analytics Lead
External:
• HR system providers and platform partners
• Data analytics or BI solution vendors
• External consultants supporting workforce transformation (where applicable)
• Auditors or regulatory bodies (where workforce data compliance is required)
Qualifications & Experience
Essential:
• Degree-level qualification (or equivalent experience) in Data Analytics, Business, HR Analytics, Statistics or related discipline.
• Significant experience in workforce analytics, people insight or HR data analysis within a complex organisation.
• Proven experience in financial modelling and cost-of-change analysis relating to workforce initiatives.
• Strong analytical capability with experience in trend analysis, forecasting and scenario modelling.
• Experience producing executive-level insight and narrative reporting.
• Advanced proficiency in analytics and visualisation tools (e.g., Power BI, Tableau, advanced Excel; SQL desirable).
• Experience working with HRIS platforms (e.g., Workday, SAP SuccessFactors, Oracle HCM or similar).
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Type: Permanent Location: Springfield, US-MA
Salary / Rate: Not Specified
Posted: 2026-03-26 09:09:12
-
Accountabilities:
1.
Strategic Workforce Analytics - lead analysis of workforce data (headcount, attrition, absence, productivity, engagement, pay, span of control, skill mix) to identify trends, risks and improvement opportunities aligned to business strategy.
2.
Workforce planning & Scenario modelling - Develop predictive models and scenario analysis to inform workforce planning, organisational design and demand forecasting decisions in partnership with Workforce & Demand and HR.
3.
Financial & Change Impact modelling - Model the financial and operational impact of people related initiatives (e.g.
restructures, pay awards, benefit changes, TUPE, redundancy scenarios, new role creation), ensuring alignment with business finance and FP&A assumptions.
4.
Insight Generation & Narrative development - Translate complex workforce data into clear, commercially relevant insight for senior leaders, linking people metrics to operational performance and cost outcomes.
5.
People Performance Reporting & KPI Frameworks - Design and maintain robust dashboards and KPIS that align people metrics with business objectives, improving automation and reducing manual reporting dependency.
6.
Data Integrity & Governance - Ensure workforce data accuracy, consistency and compliance by working closely with HR systems, Data teams and Technology platforms to improve data quality and governance standards.
7.
Continuous Improvement & Analytics maturity - Drive the evolution of people analytics capability by leveraging technology, enhancing self-service insight, and embedded data-driven decision making across the People function.
Key Contacts & Relationships:
Internal:
• People Leadership Team
• Workforce & Demand teams
• Business Intelligence & Insight teams
• Business Finance teams
• Technology - Data & Analytics team
• Technology Platform teams
• Operational leaders
• US Analytics Lead
External:
• HR system providers and platform partners
• Data analytics or BI solution vendors
• External consultants supporting workforce transformation (where applicable)
• Auditors or regulatory bodies (where workforce data compliance is required)
Qualifications & Experience
Essential:
• Degree-level qualification (or equivalent experience) in Data Analytics, Business, HR Analytics, Statistics or related discipline.
• Significant experience in workforce analytics, people insight or HR data analysis within a complex organisation.
• Proven experience in financial modelling and cost-of-change analysis relating to workforce initiatives.
• Strong analytical capability with experience in trend analysis, forecasting and scenario modelling.
• Experience producing executive-level insight and narrative reporting.
• Advanced proficiency in analytics and visualisation tools (e.g., Power BI, Tableau, advanced Excel; SQL desirable).
• Experience working with HRIS platforms (e.g., Workday, SAP SuccessFactors, Oracle HCM or similar).
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Type: Permanent Location: Baton Rouge, US-LA
Salary / Rate: Not Specified
Posted: 2026-03-26 09:09:10
-
Manage the overall day-to-day operations of the store's e-Commerce department to achieve desired sales objectives, goals and budgets.
Responsible for staffing the department and developing associates to achieve desire results.
Demonstrate the company's core values of respect, honesty, integrity, diversity, inclusion and safety.MINIMUM
* High School Diploma or GED
* Any proven supervisory experience
* Any prior experience in the selection and hiring process
* Strong organization skills
* Must be able to lift up to 25 pounds frequently and up to 50 pounds several throughout the day
* Must be able to stand for extended periods of time and/or walk constantly
* Ability to stoop, kneel, or crouch several times per hour
* Proficient in Microsoft Office
* Excellent oral/written communication skills
* Strong leadership skills
DESIRED
* Bachelor's Degree
* Any experience with and knowledge of Point of Sale (POS)
* Ensure that the store e-Commerce department meets/exceeds customer expectations for ease of shopping, variety, freshness and cleanliness
* Interview, select and hire candidates to staff the on-line shopping department
* Meet the demands of product flow and create schedules according to guidelines
* Develop associates to meet the productivity standards and certify associates once they meet or exceed goals
* Confirm that associates are following local, state, and federal laws in addition to all food safety procedures and company guidelines
* Train associates on all functions and duties of the order selector and customer attendant roles
* Lead team in the planning, implementation and execution of e-Commerce's initiatives
* Achieve/exceed weekly, period, annual sales, wage budgets, and other targeted goals including customer satisfaction leading to repeat sales
* Assist in the analysis and response to the competitive landscape
* Ensure orders are filled with products requested or comparable substitute in a timely and effective manner
* Execute best practices to determine appropriate substitutions in the event of an out of stock
* Follow processes for streamlining collection of orders, products, checkouts and delivery
* Report inventory issues such as out of stock items to department heads in a timely manner
* Troubleshoot equipment and devices for e-Commence department
* Provide feedback to store management team, district manager, field specialist, coordinators and division e-Commerce manager on the effectiveness of operational plans/programs
* Report all issues with item shelf allocation to division KOMPASS team
* Monitor and control expenses for the department
* Ensure preventative maintenance is being performed on all equipment in the department
* Supervise and coach direct reports in the performance of their duties; complete performance reviews and provide feedback to direct reports
*...
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Type: Permanent Location: Mechanicsville, US-VA
Salary / Rate: Not Specified
Posted: 2026-03-26 09:09:09
-
Accountabilities:
1.
Strategic Workforce Analytics - lead analysis of workforce data (headcount, attrition, absence, productivity, engagement, pay, span of control, skill mix) to identify trends, risks and improvement opportunities aligned to business strategy.
2.
Workforce planning & Scenario modelling - Develop predictive models and scenario analysis to inform workforce planning, organisational design and demand forecasting decisions in partnership with Workforce & Demand and HR.
3.
Financial & Change Impact modelling - Model the financial and operational impact of people related initiatives (e.g.
restructures, pay awards, benefit changes, TUPE, redundancy scenarios, new role creation), ensuring alignment with business finance and FP&A assumptions.
4.
Insight Generation & Narrative development - Translate complex workforce data into clear, commercially relevant insight for senior leaders, linking people metrics to operational performance and cost outcomes.
5.
People Performance Reporting & KPI Frameworks - Design and maintain robust dashboards and KPIS that align people metrics with business objectives, improving automation and reducing manual reporting dependency.
6.
Data Integrity & Governance - Ensure workforce data accuracy, consistency and compliance by working closely with HR systems, Data teams and Technology platforms to improve data quality and governance standards.
7.
Continuous Improvement & Analytics maturity - Drive the evolution of people analytics capability by leveraging technology, enhancing self-service insight, and embedded data-driven decision making across the People function.
Key Contacts & Relationships:
Internal:
• People Leadership Team
• Workforce & Demand teams
• Business Intelligence & Insight teams
• Business Finance teams
• Technology - Data & Analytics team
• Technology Platform teams
• Operational leaders
• US Analytics Lead
External:
• HR system providers and platform partners
• Data analytics or BI solution vendors
• External consultants supporting workforce transformation (where applicable)
• Auditors or regulatory bodies (where workforce data compliance is required)
Qualifications & Experience
Essential:
• Degree-level qualification (or equivalent experience) in Data Analytics, Business, HR Analytics, Statistics or related discipline.
• Significant experience in workforce analytics, people insight or HR data analysis within a complex organisation.
• Proven experience in financial modelling and cost-of-change analysis relating to workforce initiatives.
• Strong analytical capability with experience in trend analysis, forecasting and scenario modelling.
• Experience producing executive-level insight and narrative reporting.
• Advanced proficiency in analytics and visualisation tools (e.g., Power BI, Tableau, advanced Excel; SQL desirable).
• Experience working with HRIS platforms (e.g., Workday, SAP SuccessFactors, Oracle HCM or similar).
...
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Type: Permanent Location: Portland, US-ME
Salary / Rate: Not Specified
Posted: 2026-03-26 09:09:07
-
Accountabilities:
1.
Strategic Workforce Analytics - lead analysis of workforce data (headcount, attrition, absence, productivity, engagement, pay, span of control, skill mix) to identify trends, risks and improvement opportunities aligned to business strategy.
2.
Workforce planning & Scenario modelling - Develop predictive models and scenario analysis to inform workforce planning, organisational design and demand forecasting decisions in partnership with Workforce & Demand and HR.
3.
Financial & Change Impact modelling - Model the financial and operational impact of people related initiatives (e.g.
restructures, pay awards, benefit changes, TUPE, redundancy scenarios, new role creation), ensuring alignment with business finance and FP&A assumptions.
4.
Insight Generation & Narrative development - Translate complex workforce data into clear, commercially relevant insight for senior leaders, linking people metrics to operational performance and cost outcomes.
5.
People Performance Reporting & KPI Frameworks - Design and maintain robust dashboards and KPIS that align people metrics with business objectives, improving automation and reducing manual reporting dependency.
6.
Data Integrity & Governance - Ensure workforce data accuracy, consistency and compliance by working closely with HR systems, Data teams and Technology platforms to improve data quality and governance standards.
7.
Continuous Improvement & Analytics maturity - Drive the evolution of people analytics capability by leveraging technology, enhancing self-service insight, and embedded data-driven decision making across the People function.
Key Contacts & Relationships:
Internal:
• People Leadership Team
• Workforce & Demand teams
• Business Intelligence & Insight teams
• Business Finance teams
• Technology - Data & Analytics team
• Technology Platform teams
• Operational leaders
• US Analytics Lead
External:
• HR system providers and platform partners
• Data analytics or BI solution vendors
• External consultants supporting workforce transformation (where applicable)
• Auditors or regulatory bodies (where workforce data compliance is required)
Qualifications & Experience
Essential:
• Degree-level qualification (or equivalent experience) in Data Analytics, Business, HR Analytics, Statistics or related discipline.
• Significant experience in workforce analytics, people insight or HR data analysis within a complex organisation.
• Proven experience in financial modelling and cost-of-change analysis relating to workforce initiatives.
• Strong analytical capability with experience in trend analysis, forecasting and scenario modelling.
• Experience producing executive-level insight and narrative reporting.
• Advanced proficiency in analytics and visualisation tools (e.g., Power BI, Tableau, advanced Excel; SQL desirable).
• Experience working with HRIS platforms (e.g., Workday, SAP SuccessFactors, Oracle HCM or similar).
...
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Type: Permanent Location: New Orleans, US-LA
Salary / Rate: Not Specified
Posted: 2026-03-26 09:09:05
-
Accountabilities:
1.
Strategic Workforce Analytics - lead analysis of workforce data (headcount, attrition, absence, productivity, engagement, pay, span of control, skill mix) to identify trends, risks and improvement opportunities aligned to business strategy.
2.
Workforce planning & Scenario modelling - Develop predictive models and scenario analysis to inform workforce planning, organisational design and demand forecasting decisions in partnership with Workforce & Demand and HR.
3.
Financial & Change Impact modelling - Model the financial and operational impact of people related initiatives (e.g.
restructures, pay awards, benefit changes, TUPE, redundancy scenarios, new role creation), ensuring alignment with business finance and FP&A assumptions.
4.
Insight Generation & Narrative development - Translate complex workforce data into clear, commercially relevant insight for senior leaders, linking people metrics to operational performance and cost outcomes.
5.
People Performance Reporting & KPI Frameworks - Design and maintain robust dashboards and KPIS that align people metrics with business objectives, improving automation and reducing manual reporting dependency.
6.
Data Integrity & Governance - Ensure workforce data accuracy, consistency and compliance by working closely with HR systems, Data teams and Technology platforms to improve data quality and governance standards.
7.
Continuous Improvement & Analytics maturity - Drive the evolution of people analytics capability by leveraging technology, enhancing self-service insight, and embedded data-driven decision making across the People function.
Key Contacts & Relationships:
Internal:
• People Leadership Team
• Workforce & Demand teams
• Business Intelligence & Insight teams
• Business Finance teams
• Technology - Data & Analytics team
• Technology Platform teams
• Operational leaders
• US Analytics Lead
External:
• HR system providers and platform partners
• Data analytics or BI solution vendors
• External consultants supporting workforce transformation (where applicable)
• Auditors or regulatory bodies (where workforce data compliance is required)
Qualifications & Experience
Essential:
• Degree-level qualification (or equivalent experience) in Data Analytics, Business, HR Analytics, Statistics or related discipline.
• Significant experience in workforce analytics, people insight or HR data analysis within a complex organisation.
• Proven experience in financial modelling and cost-of-change analysis relating to workforce initiatives.
• Strong analytical capability with experience in trend analysis, forecasting and scenario modelling.
• Experience producing executive-level insight and narrative reporting.
• Advanced proficiency in analytics and visualisation tools (e.g., Power BI, Tableau, advanced Excel; SQL desirable).
• Experience working with HRIS platforms (e.g., Workday, SAP SuccessFactors, Oracle HCM or similar).
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Type: Permanent Location: Louisville, US-KY
Salary / Rate: Not Specified
Posted: 2026-03-26 09:09:03
-
Accountabilities:
1.
Strategic Workforce Analytics - lead analysis of workforce data (headcount, attrition, absence, productivity, engagement, pay, span of control, skill mix) to identify trends, risks and improvement opportunities aligned to business strategy.
2.
Workforce planning & Scenario modelling - Develop predictive models and scenario analysis to inform workforce planning, organisational design and demand forecasting decisions in partnership with Workforce & Demand and HR.
3.
Financial & Change Impact modelling - Model the financial and operational impact of people related initiatives (e.g.
restructures, pay awards, benefit changes, TUPE, redundancy scenarios, new role creation), ensuring alignment with business finance and FP&A assumptions.
4.
Insight Generation & Narrative development - Translate complex workforce data into clear, commercially relevant insight for senior leaders, linking people metrics to operational performance and cost outcomes.
5.
People Performance Reporting & KPI Frameworks - Design and maintain robust dashboards and KPIS that align people metrics with business objectives, improving automation and reducing manual reporting dependency.
6.
Data Integrity & Governance - Ensure workforce data accuracy, consistency and compliance by working closely with HR systems, Data teams and Technology platforms to improve data quality and governance standards.
7.
Continuous Improvement & Analytics maturity - Drive the evolution of people analytics capability by leveraging technology, enhancing self-service insight, and embedded data-driven decision making across the People function.
Key Contacts & Relationships:
Internal:
• People Leadership Team
• Workforce & Demand teams
• Business Intelligence & Insight teams
• Business Finance teams
• Technology - Data & Analytics team
• Technology Platform teams
• Operational leaders
• US Analytics Lead
External:
• HR system providers and platform partners
• Data analytics or BI solution vendors
• External consultants supporting workforce transformation (where applicable)
• Auditors or regulatory bodies (where workforce data compliance is required)
Qualifications & Experience
Essential:
• Degree-level qualification (or equivalent experience) in Data Analytics, Business, HR Analytics, Statistics or related discipline.
• Significant experience in workforce analytics, people insight or HR data analysis within a complex organisation.
• Proven experience in financial modelling and cost-of-change analysis relating to workforce initiatives.
• Strong analytical capability with experience in trend analysis, forecasting and scenario modelling.
• Experience producing executive-level insight and narrative reporting.
• Advanced proficiency in analytics and visualisation tools (e.g., Power BI, Tableau, advanced Excel; SQL desirable).
• Experience working with HRIS platforms (e.g., Workday, SAP SuccessFactors, Oracle HCM or similar).
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Type: Permanent Location: Shreveport, US-LA
Salary / Rate: Not Specified
Posted: 2026-03-26 09:09:02
-
Accountabilities:
1.
Strategic Workforce Analytics - lead analysis of workforce data (headcount, attrition, absence, productivity, engagement, pay, span of control, skill mix) to identify trends, risks and improvement opportunities aligned to business strategy.
2.
Workforce planning & Scenario modelling - Develop predictive models and scenario analysis to inform workforce planning, organisational design and demand forecasting decisions in partnership with Workforce & Demand and HR.
3.
Financial & Change Impact modelling - Model the financial and operational impact of people related initiatives (e.g.
restructures, pay awards, benefit changes, TUPE, redundancy scenarios, new role creation), ensuring alignment with business finance and FP&A assumptions.
4.
Insight Generation & Narrative development - Translate complex workforce data into clear, commercially relevant insight for senior leaders, linking people metrics to operational performance and cost outcomes.
5.
People Performance Reporting & KPI Frameworks - Design and maintain robust dashboards and KPIS that align people metrics with business objectives, improving automation and reducing manual reporting dependency.
6.
Data Integrity & Governance - Ensure workforce data accuracy, consistency and compliance by working closely with HR systems, Data teams and Technology platforms to improve data quality and governance standards.
7.
Continuous Improvement & Analytics maturity - Drive the evolution of people analytics capability by leveraging technology, enhancing self-service insight, and embedded data-driven decision making across the People function.
Key Contacts & Relationships:
Internal:
• People Leadership Team
• Workforce & Demand teams
• Business Intelligence & Insight teams
• Business Finance teams
• Technology - Data & Analytics team
• Technology Platform teams
• Operational leaders
• US Analytics Lead
External:
• HR system providers and platform partners
• Data analytics or BI solution vendors
• External consultants supporting workforce transformation (where applicable)
• Auditors or regulatory bodies (where workforce data compliance is required)
Qualifications & Experience
Essential:
• Degree-level qualification (or equivalent experience) in Data Analytics, Business, HR Analytics, Statistics or related discipline.
• Significant experience in workforce analytics, people insight or HR data analysis within a complex organisation.
• Proven experience in financial modelling and cost-of-change analysis relating to workforce initiatives.
• Strong analytical capability with experience in trend analysis, forecasting and scenario modelling.
• Experience producing executive-level insight and narrative reporting.
• Advanced proficiency in analytics and visualisation tools (e.g., Power BI, Tableau, advanced Excel; SQL desirable).
• Experience working with HRIS platforms (e.g., Workday, SAP SuccessFactors, Oracle HCM or similar).
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Type: Permanent Location: Des Moines, US-IA
Salary / Rate: Not Specified
Posted: 2026-03-26 09:09:01
-
Accountabilities:
1.
Strategic Workforce Analytics - lead analysis of workforce data (headcount, attrition, absence, productivity, engagement, pay, span of control, skill mix) to identify trends, risks and improvement opportunities aligned to business strategy.
2.
Workforce planning & Scenario modelling - Develop predictive models and scenario analysis to inform workforce planning, organisational design and demand forecasting decisions in partnership with Workforce & Demand and HR.
3.
Financial & Change Impact modelling - Model the financial and operational impact of people related initiatives (e.g.
restructures, pay awards, benefit changes, TUPE, redundancy scenarios, new role creation), ensuring alignment with business finance and FP&A assumptions.
4.
Insight Generation & Narrative development - Translate complex workforce data into clear, commercially relevant insight for senior leaders, linking people metrics to operational performance and cost outcomes.
5.
People Performance Reporting & KPI Frameworks - Design and maintain robust dashboards and KPIS that align people metrics with business objectives, improving automation and reducing manual reporting dependency.
6.
Data Integrity & Governance - Ensure workforce data accuracy, consistency and compliance by working closely with HR systems, Data teams and Technology platforms to improve data quality and governance standards.
7.
Continuous Improvement & Analytics maturity - Drive the evolution of people analytics capability by leveraging technology, enhancing self-service insight, and embedded data-driven decision making across the People function.
Key Contacts & Relationships:
Internal:
• People Leadership Team
• Workforce & Demand teams
• Business Intelligence & Insight teams
• Business Finance teams
• Technology - Data & Analytics team
• Technology Platform teams
• Operational leaders
• US Analytics Lead
External:
• HR system providers and platform partners
• Data analytics or BI solution vendors
• External consultants supporting workforce transformation (where applicable)
• Auditors or regulatory bodies (where workforce data compliance is required)
Qualifications & Experience
Essential:
• Degree-level qualification (or equivalent experience) in Data Analytics, Business, HR Analytics, Statistics or related discipline.
• Significant experience in workforce analytics, people insight or HR data analysis within a complex organisation.
• Proven experience in financial modelling and cost-of-change analysis relating to workforce initiatives.
• Strong analytical capability with experience in trend analysis, forecasting and scenario modelling.
• Experience producing executive-level insight and narrative reporting.
• Advanced proficiency in analytics and visualisation tools (e.g., Power BI, Tableau, advanced Excel; SQL desirable).
• Experience working with HRIS platforms (e.g., Workday, SAP SuccessFactors, Oracle HCM or similar).
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Type: Permanent Location: Bowling Green, US-KY
Salary / Rate: Not Specified
Posted: 2026-03-26 09:09:01
-
Accountabilities:
1.
Strategic Workforce Analytics - lead analysis of workforce data (headcount, attrition, absence, productivity, engagement, pay, span of control, skill mix) to identify trends, risks and improvement opportunities aligned to business strategy.
2.
Workforce planning & Scenario modelling - Develop predictive models and scenario analysis to inform workforce planning, organisational design and demand forecasting decisions in partnership with Workforce & Demand and HR.
3.
Financial & Change Impact modelling - Model the financial and operational impact of people related initiatives (e.g.
restructures, pay awards, benefit changes, TUPE, redundancy scenarios, new role creation), ensuring alignment with business finance and FP&A assumptions.
4.
Insight Generation & Narrative development - Translate complex workforce data into clear, commercially relevant insight for senior leaders, linking people metrics to operational performance and cost outcomes.
5.
People Performance Reporting & KPI Frameworks - Design and maintain robust dashboards and KPIS that align people metrics with business objectives, improving automation and reducing manual reporting dependency.
6.
Data Integrity & Governance - Ensure workforce data accuracy, consistency and compliance by working closely with HR systems, Data teams and Technology platforms to improve data quality and governance standards.
7.
Continuous Improvement & Analytics maturity - Drive the evolution of people analytics capability by leveraging technology, enhancing self-service insight, and embedded data-driven decision making across the People function.
Key Contacts & Relationships:
Internal:
• People Leadership Team
• Workforce & Demand teams
• Business Intelligence & Insight teams
• Business Finance teams
• Technology - Data & Analytics team
• Technology Platform teams
• Operational leaders
• US Analytics Lead
External:
• HR system providers and platform partners
• Data analytics or BI solution vendors
• External consultants supporting workforce transformation (where applicable)
• Auditors or regulatory bodies (where workforce data compliance is required)
Qualifications & Experience
Essential:
• Degree-level qualification (or equivalent experience) in Data Analytics, Business, HR Analytics, Statistics or related discipline.
• Significant experience in workforce analytics, people insight or HR data analysis within a complex organisation.
• Proven experience in financial modelling and cost-of-change analysis relating to workforce initiatives.
• Strong analytical capability with experience in trend analysis, forecasting and scenario modelling.
• Experience producing executive-level insight and narrative reporting.
• Advanced proficiency in analytics and visualisation tools (e.g., Power BI, Tableau, advanced Excel; SQL desirable).
• Experience working with HRIS platforms (e.g., Workday, SAP SuccessFactors, Oracle HCM or similar).
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Type: Permanent Location: Wichita, US-KS
Salary / Rate: Not Specified
Posted: 2026-03-26 09:09:00
-
Accountabilities:
1.
Strategic Workforce Analytics - lead analysis of workforce data (headcount, attrition, absence, productivity, engagement, pay, span of control, skill mix) to identify trends, risks and improvement opportunities aligned to business strategy.
2.
Workforce planning & Scenario modelling - Develop predictive models and scenario analysis to inform workforce planning, organisational design and demand forecasting decisions in partnership with Workforce & Demand and HR.
3.
Financial & Change Impact modelling - Model the financial and operational impact of people related initiatives (e.g.
restructures, pay awards, benefit changes, TUPE, redundancy scenarios, new role creation), ensuring alignment with business finance and FP&A assumptions.
4.
Insight Generation & Narrative development - Translate complex workforce data into clear, commercially relevant insight for senior leaders, linking people metrics to operational performance and cost outcomes.
5.
People Performance Reporting & KPI Frameworks - Design and maintain robust dashboards and KPIS that align people metrics with business objectives, improving automation and reducing manual reporting dependency.
6.
Data Integrity & Governance - Ensure workforce data accuracy, consistency and compliance by working closely with HR systems, Data teams and Technology platforms to improve data quality and governance standards.
7.
Continuous Improvement & Analytics maturity - Drive the evolution of people analytics capability by leveraging technology, enhancing self-service insight, and embedded data-driven decision making across the People function.
Key Contacts & Relationships:
Internal:
• People Leadership Team
• Workforce & Demand teams
• Business Intelligence & Insight teams
• Business Finance teams
• Technology - Data & Analytics team
• Technology Platform teams
• Operational leaders
• US Analytics Lead
External:
• HR system providers and platform partners
• Data analytics or BI solution vendors
• External consultants supporting workforce transformation (where applicable)
• Auditors or regulatory bodies (where workforce data compliance is required)
Qualifications & Experience
Essential:
• Degree-level qualification (or equivalent experience) in Data Analytics, Business, HR Analytics, Statistics or related discipline.
• Significant experience in workforce analytics, people insight or HR data analysis within a complex organisation.
• Proven experience in financial modelling and cost-of-change analysis relating to workforce initiatives.
• Strong analytical capability with experience in trend analysis, forecasting and scenario modelling.
• Experience producing executive-level insight and narrative reporting.
• Advanced proficiency in analytics and visualisation tools (e.g., Power BI, Tableau, advanced Excel; SQL desirable).
• Experience working with HRIS platforms (e.g., Workday, SAP SuccessFactors, Oracle HCM or similar).
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Type: Permanent Location: Davenport, US-IA
Salary / Rate: Not Specified
Posted: 2026-03-26 09:08:58
-
Accountabilities:
1.
Strategic Workforce Analytics - lead analysis of workforce data (headcount, attrition, absence, productivity, engagement, pay, span of control, skill mix) to identify trends, risks and improvement opportunities aligned to business strategy.
2.
Workforce planning & Scenario modelling - Develop predictive models and scenario analysis to inform workforce planning, organisational design and demand forecasting decisions in partnership with Workforce & Demand and HR.
3.
Financial & Change Impact modelling - Model the financial and operational impact of people related initiatives (e.g.
restructures, pay awards, benefit changes, TUPE, redundancy scenarios, new role creation), ensuring alignment with business finance and FP&A assumptions.
4.
Insight Generation & Narrative development - Translate complex workforce data into clear, commercially relevant insight for senior leaders, linking people metrics to operational performance and cost outcomes.
5.
People Performance Reporting & KPI Frameworks - Design and maintain robust dashboards and KPIS that align people metrics with business objectives, improving automation and reducing manual reporting dependency.
6.
Data Integrity & Governance - Ensure workforce data accuracy, consistency and compliance by working closely with HR systems, Data teams and Technology platforms to improve data quality and governance standards.
7.
Continuous Improvement & Analytics maturity - Drive the evolution of people analytics capability by leveraging technology, enhancing self-service insight, and embedded data-driven decision making across the People function.
Key Contacts & Relationships:
Internal:
• People Leadership Team
• Workforce & Demand teams
• Business Intelligence & Insight teams
• Business Finance teams
• Technology - Data & Analytics team
• Technology Platform teams
• Operational leaders
• US Analytics Lead
External:
• HR system providers and platform partners
• Data analytics or BI solution vendors
• External consultants supporting workforce transformation (where applicable)
• Auditors or regulatory bodies (where workforce data compliance is required)
Qualifications & Experience
Essential:
• Degree-level qualification (or equivalent experience) in Data Analytics, Business, HR Analytics, Statistics or related discipline.
• Significant experience in workforce analytics, people insight or HR data analysis within a complex organisation.
• Proven experience in financial modelling and cost-of-change analysis relating to workforce initiatives.
• Strong analytical capability with experience in trend analysis, forecasting and scenario modelling.
• Experience producing executive-level insight and narrative reporting.
• Advanced proficiency in analytics and visualisation tools (e.g., Power BI, Tableau, advanced Excel; SQL desirable).
• Experience working with HRIS platforms (e.g., Workday, SAP SuccessFactors, Oracle HCM or similar).
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Type: Permanent Location: Evansville, US-IN
Salary / Rate: Not Specified
Posted: 2026-03-26 09:08:57
-
Accountabilities:
1.
Strategic Workforce Analytics - lead analysis of workforce data (headcount, attrition, absence, productivity, engagement, pay, span of control, skill mix) to identify trends, risks and improvement opportunities aligned to business strategy.
2.
Workforce planning & Scenario modelling - Develop predictive models and scenario analysis to inform workforce planning, organisational design and demand forecasting decisions in partnership with Workforce & Demand and HR.
3.
Financial & Change Impact modelling - Model the financial and operational impact of people related initiatives (e.g.
restructures, pay awards, benefit changes, TUPE, redundancy scenarios, new role creation), ensuring alignment with business finance and FP&A assumptions.
4.
Insight Generation & Narrative development - Translate complex workforce data into clear, commercially relevant insight for senior leaders, linking people metrics to operational performance and cost outcomes.
5.
People Performance Reporting & KPI Frameworks - Design and maintain robust dashboards and KPIS that align people metrics with business objectives, improving automation and reducing manual reporting dependency.
6.
Data Integrity & Governance - Ensure workforce data accuracy, consistency and compliance by working closely with HR systems, Data teams and Technology platforms to improve data quality and governance standards.
7.
Continuous Improvement & Analytics maturity - Drive the evolution of people analytics capability by leveraging technology, enhancing self-service insight, and embedded data-driven decision making across the People function.
Key Contacts & Relationships:
Internal:
• People Leadership Team
• Workforce & Demand teams
• Business Intelligence & Insight teams
• Business Finance teams
• Technology - Data & Analytics team
• Technology Platform teams
• Operational leaders
• US Analytics Lead
External:
• HR system providers and platform partners
• Data analytics or BI solution vendors
• External consultants supporting workforce transformation (where applicable)
• Auditors or regulatory bodies (where workforce data compliance is required)
Qualifications & Experience
Essential:
• Degree-level qualification (or equivalent experience) in Data Analytics, Business, HR Analytics, Statistics or related discipline.
• Significant experience in workforce analytics, people insight or HR data analysis within a complex organisation.
• Proven experience in financial modelling and cost-of-change analysis relating to workforce initiatives.
• Strong analytical capability with experience in trend analysis, forecasting and scenario modelling.
• Experience producing executive-level insight and narrative reporting.
• Advanced proficiency in analytics and visualisation tools (e.g., Power BI, Tableau, advanced Excel; SQL desirable).
• Experience working with HRIS platforms (e.g., Workday, SAP SuccessFactors, Oracle HCM or similar).
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Type: Permanent Location: Sioux City, US-IA
Salary / Rate: Not Specified
Posted: 2026-03-26 09:08:55
-
Accountabilities:
1.
Strategic Workforce Analytics - lead analysis of workforce data (headcount, attrition, absence, productivity, engagement, pay, span of control, skill mix) to identify trends, risks and improvement opportunities aligned to business strategy.
2.
Workforce planning & Scenario modelling - Develop predictive models and scenario analysis to inform workforce planning, organisational design and demand forecasting decisions in partnership with Workforce & Demand and HR.
3.
Financial & Change Impact modelling - Model the financial and operational impact of people related initiatives (e.g.
restructures, pay awards, benefit changes, TUPE, redundancy scenarios, new role creation), ensuring alignment with business finance and FP&A assumptions.
4.
Insight Generation & Narrative development - Translate complex workforce data into clear, commercially relevant insight for senior leaders, linking people metrics to operational performance and cost outcomes.
5.
People Performance Reporting & KPI Frameworks - Design and maintain robust dashboards and KPIS that align people metrics with business objectives, improving automation and reducing manual reporting dependency.
6.
Data Integrity & Governance - Ensure workforce data accuracy, consistency and compliance by working closely with HR systems, Data teams and Technology platforms to improve data quality and governance standards.
7.
Continuous Improvement & Analytics maturity - Drive the evolution of people analytics capability by leveraging technology, enhancing self-service insight, and embedded data-driven decision making across the People function.
Key Contacts & Relationships:
Internal:
• People Leadership Team
• Workforce & Demand teams
• Business Intelligence & Insight teams
• Business Finance teams
• Technology - Data & Analytics team
• Technology Platform teams
• Operational leaders
• US Analytics Lead
External:
• HR system providers and platform partners
• Data analytics or BI solution vendors
• External consultants supporting workforce transformation (where applicable)
• Auditors or regulatory bodies (where workforce data compliance is required)
Qualifications & Experience
Essential:
• Degree-level qualification (or equivalent experience) in Data Analytics, Business, HR Analytics, Statistics or related discipline.
• Significant experience in workforce analytics, people insight or HR data analysis within a complex organisation.
• Proven experience in financial modelling and cost-of-change analysis relating to workforce initiatives.
• Strong analytical capability with experience in trend analysis, forecasting and scenario modelling.
• Experience producing executive-level insight and narrative reporting.
• Advanced proficiency in analytics and visualisation tools (e.g., Power BI, Tableau, advanced Excel; SQL desirable).
• Experience working with HRIS platforms (e.g., Workday, SAP SuccessFactors, Oracle HCM or similar).
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Type: Permanent Location: Kansas City, US-KS
Salary / Rate: Not Specified
Posted: 2026-03-26 09:08:53
-
Accountabilities:
1.
Strategic Workforce Analytics - lead analysis of workforce data (headcount, attrition, absence, productivity, engagement, pay, span of control, skill mix) to identify trends, risks and improvement opportunities aligned to business strategy.
2.
Workforce planning & Scenario modelling - Develop predictive models and scenario analysis to inform workforce planning, organisational design and demand forecasting decisions in partnership with Workforce & Demand and HR.
3.
Financial & Change Impact modelling - Model the financial and operational impact of people related initiatives (e.g.
restructures, pay awards, benefit changes, TUPE, redundancy scenarios, new role creation), ensuring alignment with business finance and FP&A assumptions.
4.
Insight Generation & Narrative development - Translate complex workforce data into clear, commercially relevant insight for senior leaders, linking people metrics to operational performance and cost outcomes.
5.
People Performance Reporting & KPI Frameworks - Design and maintain robust dashboards and KPIS that align people metrics with business objectives, improving automation and reducing manual reporting dependency.
6.
Data Integrity & Governance - Ensure workforce data accuracy, consistency and compliance by working closely with HR systems, Data teams and Technology platforms to improve data quality and governance standards.
7.
Continuous Improvement & Analytics maturity - Drive the evolution of people analytics capability by leveraging technology, enhancing self-service insight, and embedded data-driven decision making across the People function.
Key Contacts & Relationships:
Internal:
• People Leadership Team
• Workforce & Demand teams
• Business Intelligence & Insight teams
• Business Finance teams
• Technology - Data & Analytics team
• Technology Platform teams
• Operational leaders
• US Analytics Lead
External:
• HR system providers and platform partners
• Data analytics or BI solution vendors
• External consultants supporting workforce transformation (where applicable)
• Auditors or regulatory bodies (where workforce data compliance is required)
Qualifications & Experience
Essential:
• Degree-level qualification (or equivalent experience) in Data Analytics, Business, HR Analytics, Statistics or related discipline.
• Significant experience in workforce analytics, people insight or HR data analysis within a complex organisation.
• Proven experience in financial modelling and cost-of-change analysis relating to workforce initiatives.
• Strong analytical capability with experience in trend analysis, forecasting and scenario modelling.
• Experience producing executive-level insight and narrative reporting.
• Advanced proficiency in analytics and visualisation tools (e.g., Power BI, Tableau, advanced Excel; SQL desirable).
• Experience working with HRIS platforms (e.g., Workday, SAP SuccessFactors, Oracle HCM or similar).
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Type: Permanent Location: Springfield, US-IL
Salary / Rate: Not Specified
Posted: 2026-03-26 09:08:51
-
Accountabilities:
1.
Strategic Workforce Analytics - lead analysis of workforce data (headcount, attrition, absence, productivity, engagement, pay, span of control, skill mix) to identify trends, risks and improvement opportunities aligned to business strategy.
2.
Workforce planning & Scenario modelling - Develop predictive models and scenario analysis to inform workforce planning, organisational design and demand forecasting decisions in partnership with Workforce & Demand and HR.
3.
Financial & Change Impact modelling - Model the financial and operational impact of people related initiatives (e.g.
restructures, pay awards, benefit changes, TUPE, redundancy scenarios, new role creation), ensuring alignment with business finance and FP&A assumptions.
4.
Insight Generation & Narrative development - Translate complex workforce data into clear, commercially relevant insight for senior leaders, linking people metrics to operational performance and cost outcomes.
5.
People Performance Reporting & KPI Frameworks - Design and maintain robust dashboards and KPIS that align people metrics with business objectives, improving automation and reducing manual reporting dependency.
6.
Data Integrity & Governance - Ensure workforce data accuracy, consistency and compliance by working closely with HR systems, Data teams and Technology platforms to improve data quality and governance standards.
7.
Continuous Improvement & Analytics maturity - Drive the evolution of people analytics capability by leveraging technology, enhancing self-service insight, and embedded data-driven decision making across the People function.
Key Contacts & Relationships:
Internal:
• People Leadership Team
• Workforce & Demand teams
• Business Intelligence & Insight teams
• Business Finance teams
• Technology - Data & Analytics team
• Technology Platform teams
• Operational leaders
• US Analytics Lead
External:
• HR system providers and platform partners
• Data analytics or BI solution vendors
• External consultants supporting workforce transformation (where applicable)
• Auditors or regulatory bodies (where workforce data compliance is required)
Qualifications & Experience
Essential:
• Degree-level qualification (or equivalent experience) in Data Analytics, Business, HR Analytics, Statistics or related discipline.
• Significant experience in workforce analytics, people insight or HR data analysis within a complex organisation.
• Proven experience in financial modelling and cost-of-change analysis relating to workforce initiatives.
• Strong analytical capability with experience in trend analysis, forecasting and scenario modelling.
• Experience producing executive-level insight and narrative reporting.
• Advanced proficiency in analytics and visualisation tools (e.g., Power BI, Tableau, advanced Excel; SQL desirable).
• Experience working with HRIS platforms (e.g., Workday, SAP SuccessFactors, Oracle HCM or similar).
...
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Type: Permanent Location: Idaho Falls, US-ID
Salary / Rate: Not Specified
Posted: 2026-03-26 09:08:51
-
Accountabilities:
1.
Strategic Workforce Analytics - lead analysis of workforce data (headcount, attrition, absence, productivity, engagement, pay, span of control, skill mix) to identify trends, risks and improvement opportunities aligned to business strategy.
2.
Workforce planning & Scenario modelling - Develop predictive models and scenario analysis to inform workforce planning, organisational design and demand forecasting decisions in partnership with Workforce & Demand and HR.
3.
Financial & Change Impact modelling - Model the financial and operational impact of people related initiatives (e.g.
restructures, pay awards, benefit changes, TUPE, redundancy scenarios, new role creation), ensuring alignment with business finance and FP&A assumptions.
4.
Insight Generation & Narrative development - Translate complex workforce data into clear, commercially relevant insight for senior leaders, linking people metrics to operational performance and cost outcomes.
5.
People Performance Reporting & KPI Frameworks - Design and maintain robust dashboards and KPIS that align people metrics with business objectives, improving automation and reducing manual reporting dependency.
6.
Data Integrity & Governance - Ensure workforce data accuracy, consistency and compliance by working closely with HR systems, Data teams and Technology platforms to improve data quality and governance standards.
7.
Continuous Improvement & Analytics maturity - Drive the evolution of people analytics capability by leveraging technology, enhancing self-service insight, and embedded data-driven decision making across the People function.
Key Contacts & Relationships:
Internal:
• People Leadership Team
• Workforce & Demand teams
• Business Intelligence & Insight teams
• Business Finance teams
• Technology - Data & Analytics team
• Technology Platform teams
• Operational leaders
• US Analytics Lead
External:
• HR system providers and platform partners
• Data analytics or BI solution vendors
• External consultants supporting workforce transformation (where applicable)
• Auditors or regulatory bodies (where workforce data compliance is required)
Qualifications & Experience
Essential:
• Degree-level qualification (or equivalent experience) in Data Analytics, Business, HR Analytics, Statistics or related discipline.
• Significant experience in workforce analytics, people insight or HR data analysis within a complex organisation.
• Proven experience in financial modelling and cost-of-change analysis relating to workforce initiatives.
• Strong analytical capability with experience in trend analysis, forecasting and scenario modelling.
• Experience producing executive-level insight and narrative reporting.
• Advanced proficiency in analytics and visualisation tools (e.g., Power BI, Tableau, advanced Excel; SQL desirable).
• Experience working with HRIS platforms (e.g., Workday, SAP SuccessFactors, Oracle HCM or similar).
...
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Type: Permanent Location: Indianapolis, US-IN
Salary / Rate: Not Specified
Posted: 2026-03-26 09:08:50
-
Accountabilities:
1.
Strategic Workforce Analytics - lead analysis of workforce data (headcount, attrition, absence, productivity, engagement, pay, span of control, skill mix) to identify trends, risks and improvement opportunities aligned to business strategy.
2.
Workforce planning & Scenario modelling - Develop predictive models and scenario analysis to inform workforce planning, organisational design and demand forecasting decisions in partnership with Workforce & Demand and HR.
3.
Financial & Change Impact modelling - Model the financial and operational impact of people related initiatives (e.g.
restructures, pay awards, benefit changes, TUPE, redundancy scenarios, new role creation), ensuring alignment with business finance and FP&A assumptions.
4.
Insight Generation & Narrative development - Translate complex workforce data into clear, commercially relevant insight for senior leaders, linking people metrics to operational performance and cost outcomes.
5.
People Performance Reporting & KPI Frameworks - Design and maintain robust dashboards and KPIS that align people metrics with business objectives, improving automation and reducing manual reporting dependency.
6.
Data Integrity & Governance - Ensure workforce data accuracy, consistency and compliance by working closely with HR systems, Data teams and Technology platforms to improve data quality and governance standards.
7.
Continuous Improvement & Analytics maturity - Drive the evolution of people analytics capability by leveraging technology, enhancing self-service insight, and embedded data-driven decision making across the People function.
Key Contacts & Relationships:
Internal:
• People Leadership Team
• Workforce & Demand teams
• Business Intelligence & Insight teams
• Business Finance teams
• Technology - Data & Analytics team
• Technology Platform teams
• Operational leaders
• US Analytics Lead
External:
• HR system providers and platform partners
• Data analytics or BI solution vendors
• External consultants supporting workforce transformation (where applicable)
• Auditors or regulatory bodies (where workforce data compliance is required)
Qualifications & Experience
Essential:
• Degree-level qualification (or equivalent experience) in Data Analytics, Business, HR Analytics, Statistics or related discipline.
• Significant experience in workforce analytics, people insight or HR data analysis within a complex organisation.
• Proven experience in financial modelling and cost-of-change analysis relating to workforce initiatives.
• Strong analytical capability with experience in trend analysis, forecasting and scenario modelling.
• Experience producing executive-level insight and narrative reporting.
• Advanced proficiency in analytics and visualisation tools (e.g., Power BI, Tableau, advanced Excel; SQL desirable).
• Experience working with HRIS platforms (e.g., Workday, SAP SuccessFactors, Oracle HCM or similar).
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Type: Permanent Location: Boise, US-ID
Salary / Rate: Not Specified
Posted: 2026-03-26 09:08:50
