Senior People Data Analyst

Description & Requirements

Be part of something great

Maximus is a global organisation that specialises in providing health and employment services to millions of people every year.

Here in the UK we employ around 5,000 people across the country to deliver services that have a profound impact on people's lives.

From assessments and health services to employability programmes and specialist support, we do work that matters with people who care.

The Senior People Data Analyst will play a pivotal role in leveraging data to provide actionable insights that inform and enhance people strategies across the organisation.

This role involves analysing workforce data, creating predictive models, and generating reports that support decision-making in areas such as talent acquisition, employee engagement, retention, and workforce planning.

This role will transform complex datasets into clear, compelling narratives that drive business outcomes.

Essential Duties & Responsibilities

People Data and Insights Strategy:

• Ensure that the people analytics strategy is closely aligned with the overall business objectives.

• Gather and integrate data from various sources such as HR systems, employee surveys, and performance metrics.

• Identify key performance indicators (KPIs) that are relevant to the organisation's goals.

• Use historical data to predict future trends and outcomes

• Translate data insights into actionable recommendations that help stakeholders implement strategies to improve workforce outcomes.

• Developing storytelling techniques to engage and inspire end users to act

• Serve as a subject matter expert on data, insights and trends

Stakeholder Collaboration:

• Partner with HR, business leaders, and cross-functional teams to understand their data and insight needs and deliver data-driven solutions.

• Work closely with the senior employee engagement manager to define data led employee engagement initiatives and strategies

• Present findings and recommendations in a clear, concise manner that resonates with both technical and non-technical audiences.

• Act as a trusted advisor on how to use data to drive workforce strategies and decisions.

Metrics Development and Monitoring:

• Define and monitor key performance indicators (KPIs) related to workforce performance, engagement, and productivity.

• Establish benchmarks and track progress against workforce goals and industry standards.

• Continuously enhance metrics and reporting frameworks to reflect evolving business needs.

Data Analysis and Insights:

• Analyse workforce data to uncover trends, patterns, and insights that inform HR and organisational strategies.

• Perform root cause analyses to address workforce challenges, such as turnover, absenteeism, or engagement.

• Develop and deliver dashboards, reports, and presentations that provide clear, actionable insights for HR leaders and stakeholders.

Predictive and Advanced Analytics:

• Build p...