Senior People Data Analyst

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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