-
1.
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
2.
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.
3.
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.
4.
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.
2.
Predictive and Advanced Analytics:
• Build predictive models to forecast workforce trends and help anticipate challenges in areas like turnover, hiring, and talent mobility.
• Leverage advanced analytics techniques, such as regression analysis, clustering, and machine learning, to solve complex people-related questions.
• Continuously refine models based on feedback and evolving organisational needs.
4.
Storytelling:
• Craft a compelling storyline that guides the audience through the data, providing context and highlighting key insights.
• Craft insights that amplify that value of data, insights and foster a culture of data centric decisions
• Ensure the data is accurate, relevant, and well-understood.
High-quality data forms the foundation of your story.
• Use impactful visual elements like charts, graphs, and diagrams to make the data more accessible and engaging.
• Tailor the delivery of your data story to meet the needs and understanding level of your audience.
• Focus on ...
....Read more...
Type: Permanent Location: Boise, US-ID
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:44
-
1.
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
2.
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.
3.
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.
4.
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.
2.
Predictive and Advanced Analytics:
• Build predictive models to forecast workforce trends and help anticipate challenges in areas like turnover, hiring, and talent mobility.
• Leverage advanced analytics techniques, such as regression analysis, clustering, and machine learning, to solve complex people-related questions.
• Continuously refine models based on feedback and evolving organisational needs.
4.
Storytelling:
• Craft a compelling storyline that guides the audience through the data, providing context and highlighting key insights.
• Craft insights that amplify that value of data, insights and foster a culture of data centric decisions
• Ensure the data is accurate, relevant, and well-understood.
High-quality data forms the foundation of your story.
• Use impactful visual elements like charts, graphs, and diagrams to make the data more accessible and engaging.
• Tailor the delivery of your data story to meet the needs and understanding level of your audience.
• Focus on ...
....Read more...
Type: Permanent Location: Miami, US-FL
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:43
-
1.
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
2.
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.
3.
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.
4.
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.
2.
Predictive and Advanced Analytics:
• Build predictive models to forecast workforce trends and help anticipate challenges in areas like turnover, hiring, and talent mobility.
• Leverage advanced analytics techniques, such as regression analysis, clustering, and machine learning, to solve complex people-related questions.
• Continuously refine models based on feedback and evolving organisational needs.
4.
Storytelling:
• Craft a compelling storyline that guides the audience through the data, providing context and highlighting key insights.
• Craft insights that amplify that value of data, insights and foster a culture of data centric decisions
• Ensure the data is accurate, relevant, and well-understood.
High-quality data forms the foundation of your story.
• Use impactful visual elements like charts, graphs, and diagrams to make the data more accessible and engaging.
• Tailor the delivery of your data story to meet the needs and understanding level of your audience.
• Focus on ...
....Read more...
Type: Permanent Location: Jacksonville, US-FL
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:43
-
1.
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
2.
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.
3.
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.
4.
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.
2.
Predictive and Advanced Analytics:
• Build predictive models to forecast workforce trends and help anticipate challenges in areas like turnover, hiring, and talent mobility.
• Leverage advanced analytics techniques, such as regression analysis, clustering, and machine learning, to solve complex people-related questions.
• Continuously refine models based on feedback and evolving organisational needs.
4.
Storytelling:
• Craft a compelling storyline that guides the audience through the data, providing context and highlighting key insights.
• Craft insights that amplify that value of data, insights and foster a culture of data centric decisions
• Ensure the data is accurate, relevant, and well-understood.
High-quality data forms the foundation of your story.
• Use impactful visual elements like charts, graphs, and diagrams to make the data more accessible and engaging.
• Tailor the delivery of your data story to meet the needs and understanding level of your audience.
• Focus on ...
....Read more...
Type: Permanent Location: Hartford, US-CT
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:42
-
1.
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
2.
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.
3.
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.
4.
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.
2.
Predictive and Advanced Analytics:
• Build predictive models to forecast workforce trends and help anticipate challenges in areas like turnover, hiring, and talent mobility.
• Leverage advanced analytics techniques, such as regression analysis, clustering, and machine learning, to solve complex people-related questions.
• Continuously refine models based on feedback and evolving organisational needs.
4.
Storytelling:
• Craft a compelling storyline that guides the audience through the data, providing context and highlighting key insights.
• Craft insights that amplify that value of data, insights and foster a culture of data centric decisions
• Ensure the data is accurate, relevant, and well-understood.
High-quality data forms the foundation of your story.
• Use impactful visual elements like charts, graphs, and diagrams to make the data more accessible and engaging.
• Tailor the delivery of your data story to meet the needs and understanding level of your audience.
• Focus on ...
....Read more...
Type: Permanent Location: Tampa, US-FL
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:42
-
1.
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
2.
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.
3.
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.
4.
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.
2.
Predictive and Advanced Analytics:
• Build predictive models to forecast workforce trends and help anticipate challenges in areas like turnover, hiring, and talent mobility.
• Leverage advanced analytics techniques, such as regression analysis, clustering, and machine learning, to solve complex people-related questions.
• Continuously refine models based on feedback and evolving organisational needs.
4.
Storytelling:
• Craft a compelling storyline that guides the audience through the data, providing context and highlighting key insights.
• Craft insights that amplify that value of data, insights and foster a culture of data centric decisions
• Ensure the data is accurate, relevant, and well-understood.
High-quality data forms the foundation of your story.
• Use impactful visual elements like charts, graphs, and diagrams to make the data more accessible and engaging.
• Tailor the delivery of your data story to meet the needs and understanding level of your audience.
• Focus on ...
....Read more...
Type: Permanent Location: Dover, US-DE
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:41
-
1.
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
2.
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.
3.
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.
4.
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.
2.
Predictive and Advanced Analytics:
• Build predictive models to forecast workforce trends and help anticipate challenges in areas like turnover, hiring, and talent mobility.
• Leverage advanced analytics techniques, such as regression analysis, clustering, and machine learning, to solve complex people-related questions.
• Continuously refine models based on feedback and evolving organisational needs.
4.
Storytelling:
• Craft a compelling storyline that guides the audience through the data, providing context and highlighting key insights.
• Craft insights that amplify that value of data, insights and foster a culture of data centric decisions
• Ensure the data is accurate, relevant, and well-understood.
High-quality data forms the foundation of your story.
• Use impactful visual elements like charts, graphs, and diagrams to make the data more accessible and engaging.
• Tailor the delivery of your data story to meet the needs and understanding level of your audience.
• Focus on ...
....Read more...
Type: Permanent Location: Bridgeport, US-CT
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:40
-
1.
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
2.
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.
3.
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.
4.
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.
2.
Predictive and Advanced Analytics:
• Build predictive models to forecast workforce trends and help anticipate challenges in areas like turnover, hiring, and talent mobility.
• Leverage advanced analytics techniques, such as regression analysis, clustering, and machine learning, to solve complex people-related questions.
• Continuously refine models based on feedback and evolving organisational needs.
4.
Storytelling:
• Craft a compelling storyline that guides the audience through the data, providing context and highlighting key insights.
• Craft insights that amplify that value of data, insights and foster a culture of data centric decisions
• Ensure the data is accurate, relevant, and well-understood.
High-quality data forms the foundation of your story.
• Use impactful visual elements like charts, graphs, and diagrams to make the data more accessible and engaging.
• Tailor the delivery of your data story to meet the needs and understanding level of your audience.
• Focus on ...
....Read more...
Type: Permanent Location: Wilmington, US-DE
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:40
-
1.
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
2.
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.
3.
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.
4.
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.
2.
Predictive and Advanced Analytics:
• Build predictive models to forecast workforce trends and help anticipate challenges in areas like turnover, hiring, and talent mobility.
• Leverage advanced analytics techniques, such as regression analysis, clustering, and machine learning, to solve complex people-related questions.
• Continuously refine models based on feedback and evolving organisational needs.
4.
Storytelling:
• Craft a compelling storyline that guides the audience through the data, providing context and highlighting key insights.
• Craft insights that amplify that value of data, insights and foster a culture of data centric decisions
• Ensure the data is accurate, relevant, and well-understood.
High-quality data forms the foundation of your story.
• Use impactful visual elements like charts, graphs, and diagrams to make the data more accessible and engaging.
• Tailor the delivery of your data story to meet the needs and understanding level of your audience.
• Focus on ...
....Read more...
Type: Permanent Location: Colorado Springs, US-CO
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:39
-
1.
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
2.
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.
3.
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.
4.
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.
2.
Predictive and Advanced Analytics:
• Build predictive models to forecast workforce trends and help anticipate challenges in areas like turnover, hiring, and talent mobility.
• Leverage advanced analytics techniques, such as regression analysis, clustering, and machine learning, to solve complex people-related questions.
• Continuously refine models based on feedback and evolving organisational needs.
4.
Storytelling:
• Craft a compelling storyline that guides the audience through the data, providing context and highlighting key insights.
• Craft insights that amplify that value of data, insights and foster a culture of data centric decisions
• Ensure the data is accurate, relevant, and well-understood.
High-quality data forms the foundation of your story.
• Use impactful visual elements like charts, graphs, and diagrams to make the data more accessible and engaging.
• Tailor the delivery of your data story to meet the needs and understanding level of your audience.
• Focus on ...
....Read more...
Type: Permanent Location: Fort Smith, US-AR
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:38
-
1.
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
2.
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.
3.
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.
4.
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.
2.
Predictive and Advanced Analytics:
• Build predictive models to forecast workforce trends and help anticipate challenges in areas like turnover, hiring, and talent mobility.
• Leverage advanced analytics techniques, such as regression analysis, clustering, and machine learning, to solve complex people-related questions.
• Continuously refine models based on feedback and evolving organisational needs.
4.
Storytelling:
• Craft a compelling storyline that guides the audience through the data, providing context and highlighting key insights.
• Craft insights that amplify that value of data, insights and foster a culture of data centric decisions
• Ensure the data is accurate, relevant, and well-understood.
High-quality data forms the foundation of your story.
• Use impactful visual elements like charts, graphs, and diagrams to make the data more accessible and engaging.
• Tailor the delivery of your data story to meet the needs and understanding level of your audience.
• Focus on ...
....Read more...
Type: Permanent Location: Denver, US-CO
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:38
-
1.
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
2.
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.
3.
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.
4.
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.
2.
Predictive and Advanced Analytics:
• Build predictive models to forecast workforce trends and help anticipate challenges in areas like turnover, hiring, and talent mobility.
• Leverage advanced analytics techniques, such as regression analysis, clustering, and machine learning, to solve complex people-related questions.
• Continuously refine models based on feedback and evolving organisational needs.
4.
Storytelling:
• Craft a compelling storyline that guides the audience through the data, providing context and highlighting key insights.
• Craft insights that amplify that value of data, insights and foster a culture of data centric decisions
• Ensure the data is accurate, relevant, and well-understood.
High-quality data forms the foundation of your story.
• Use impactful visual elements like charts, graphs, and diagrams to make the data more accessible and engaging.
• Tailor the delivery of your data story to meet the needs and understanding level of your audience.
• Focus on ...
....Read more...
Type: Permanent Location: Los Angeles, US-CA
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:37
-
1.
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
2.
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.
3.
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.
4.
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.
2.
Predictive and Advanced Analytics:
• Build predictive models to forecast workforce trends and help anticipate challenges in areas like turnover, hiring, and talent mobility.
• Leverage advanced analytics techniques, such as regression analysis, clustering, and machine learning, to solve complex people-related questions.
• Continuously refine models based on feedback and evolving organisational needs.
4.
Storytelling:
• Craft a compelling storyline that guides the audience through the data, providing context and highlighting key insights.
• Craft insights that amplify that value of data, insights and foster a culture of data centric decisions
• Ensure the data is accurate, relevant, and well-understood.
High-quality data forms the foundation of your story.
• Use impactful visual elements like charts, graphs, and diagrams to make the data more accessible and engaging.
• Tailor the delivery of your data story to meet the needs and understanding level of your audience.
• Focus on ...
....Read more...
Type: Permanent Location: San Diego, US-CA
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:36
-
1.
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
2.
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.
3.
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.
4.
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.
2.
Predictive and Advanced Analytics:
• Build predictive models to forecast workforce trends and help anticipate challenges in areas like turnover, hiring, and talent mobility.
• Leverage advanced analytics techniques, such as regression analysis, clustering, and machine learning, to solve complex people-related questions.
• Continuously refine models based on feedback and evolving organisational needs.
4.
Storytelling:
• Craft a compelling storyline that guides the audience through the data, providing context and highlighting key insights.
• Craft insights that amplify that value of data, insights and foster a culture of data centric decisions
• Ensure the data is accurate, relevant, and well-understood.
High-quality data forms the foundation of your story.
• Use impactful visual elements like charts, graphs, and diagrams to make the data more accessible and engaging.
• Tailor the delivery of your data story to meet the needs and understanding level of your audience.
• Focus on ...
....Read more...
Type: Permanent Location: San Francisco, US-CA
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:36
-
1.
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
2.
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.
3.
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.
4.
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.
2.
Predictive and Advanced Analytics:
• Build predictive models to forecast workforce trends and help anticipate challenges in areas like turnover, hiring, and talent mobility.
• Leverage advanced analytics techniques, such as regression analysis, clustering, and machine learning, to solve complex people-related questions.
• Continuously refine models based on feedback and evolving organisational needs.
4.
Storytelling:
• Craft a compelling storyline that guides the audience through the data, providing context and highlighting key insights.
• Craft insights that amplify that value of data, insights and foster a culture of data centric decisions
• Ensure the data is accurate, relevant, and well-understood.
High-quality data forms the foundation of your story.
• Use impactful visual elements like charts, graphs, and diagrams to make the data more accessible and engaging.
• Tailor the delivery of your data story to meet the needs and understanding level of your audience.
• Focus on ...
....Read more...
Type: Permanent Location: Sacramento, US-CA
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:35
-
1.
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
2.
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.
3.
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.
4.
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.
2.
Predictive and Advanced Analytics:
• Build predictive models to forecast workforce trends and help anticipate challenges in areas like turnover, hiring, and talent mobility.
• Leverage advanced analytics techniques, such as regression analysis, clustering, and machine learning, to solve complex people-related questions.
• Continuously refine models based on feedback and evolving organisational needs.
4.
Storytelling:
• Craft a compelling storyline that guides the audience through the data, providing context and highlighting key insights.
• Craft insights that amplify that value of data, insights and foster a culture of data centric decisions
• Ensure the data is accurate, relevant, and well-understood.
High-quality data forms the foundation of your story.
• Use impactful visual elements like charts, graphs, and diagrams to make the data more accessible and engaging.
• Tailor the delivery of your data story to meet the needs and understanding level of your audience.
• Focus on ...
....Read more...
Type: Permanent Location: Little Rock, US-AR
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:34
-
1.
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
2.
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.
3.
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.
4.
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.
2.
Predictive and Advanced Analytics:
• Build predictive models to forecast workforce trends and help anticipate challenges in areas like turnover, hiring, and talent mobility.
• Leverage advanced analytics techniques, such as regression analysis, clustering, and machine learning, to solve complex people-related questions.
• Continuously refine models based on feedback and evolving organisational needs.
4.
Storytelling:
• Craft a compelling storyline that guides the audience through the data, providing context and highlighting key insights.
• Craft insights that amplify that value of data, insights and foster a culture of data centric decisions
• Ensure the data is accurate, relevant, and well-understood.
High-quality data forms the foundation of your story.
• Use impactful visual elements like charts, graphs, and diagrams to make the data more accessible and engaging.
• Tailor the delivery of your data story to meet the needs and understanding level of your audience.
• Focus on ...
....Read more...
Type: Permanent Location: Birmingham, US-AL
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:34
-
1.
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
2.
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.
3.
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.
4.
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.
2.
Predictive and Advanced Analytics:
• Build predictive models to forecast workforce trends and help anticipate challenges in areas like turnover, hiring, and talent mobility.
• Leverage advanced analytics techniques, such as regression analysis, clustering, and machine learning, to solve complex people-related questions.
• Continuously refine models based on feedback and evolving organisational needs.
4.
Storytelling:
• Craft a compelling storyline that guides the audience through the data, providing context and highlighting key insights.
• Craft insights that amplify that value of data, insights and foster a culture of data centric decisions
• Ensure the data is accurate, relevant, and well-understood.
High-quality data forms the foundation of your story.
• Use impactful visual elements like charts, graphs, and diagrams to make the data more accessible and engaging.
• Tailor the delivery of your data story to meet the needs and understanding level of your audience.
• Focus on ...
....Read more...
Type: Permanent Location: Phoenix, US-AZ
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:33
-
1.
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
2.
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.
3.
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.
4.
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.
2.
Predictive and Advanced Analytics:
• Build predictive models to forecast workforce trends and help anticipate challenges in areas like turnover, hiring, and talent mobility.
• Leverage advanced analytics techniques, such as regression analysis, clustering, and machine learning, to solve complex people-related questions.
• Continuously refine models based on feedback and evolving organisational needs.
4.
Storytelling:
• Craft a compelling storyline that guides the audience through the data, providing context and highlighting key insights.
• Craft insights that amplify that value of data, insights and foster a culture of data centric decisions
• Ensure the data is accurate, relevant, and well-understood.
High-quality data forms the foundation of your story.
• Use impactful visual elements like charts, graphs, and diagrams to make the data more accessible and engaging.
• Tailor the delivery of your data story to meet the needs and understanding level of your audience.
• Focus on ...
....Read more...
Type: Permanent Location: Montgomery, US-AL
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:32
-
1.
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
2.
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.
3.
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.
4.
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.
2.
Predictive and Advanced Analytics:
• Build predictive models to forecast workforce trends and help anticipate challenges in areas like turnover, hiring, and talent mobility.
• Leverage advanced analytics techniques, such as regression analysis, clustering, and machine learning, to solve complex people-related questions.
• Continuously refine models based on feedback and evolving organisational needs.
4.
Storytelling:
• Craft a compelling storyline that guides the audience through the data, providing context and highlighting key insights.
• Craft insights that amplify that value of data, insights and foster a culture of data centric decisions
• Ensure the data is accurate, relevant, and well-understood.
High-quality data forms the foundation of your story.
• Use impactful visual elements like charts, graphs, and diagrams to make the data more accessible and engaging.
• Tailor the delivery of your data story to meet the needs and understanding level of your audience.
• Focus on ...
....Read more...
Type: Permanent Location: Tucson, US-AZ
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:32
-
1.
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
2.
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.
3.
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.
4.
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.
2.
Predictive and Advanced Analytics:
• Build predictive models to forecast workforce trends and help anticipate challenges in areas like turnover, hiring, and talent mobility.
• Leverage advanced analytics techniques, such as regression analysis, clustering, and machine learning, to solve complex people-related questions.
• Continuously refine models based on feedback and evolving organisational needs.
4.
Storytelling:
• Craft a compelling storyline that guides the audience through the data, providing context and highlighting key insights.
• Craft insights that amplify that value of data, insights and foster a culture of data centric decisions
• Ensure the data is accurate, relevant, and well-understood.
High-quality data forms the foundation of your story.
• Use impactful visual elements like charts, graphs, and diagrams to make the data more accessible and engaging.
• Tailor the delivery of your data story to meet the needs and understanding level of your audience.
• Focus on ...
....Read more...
Type: Permanent Location: Mobile, US-AL
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:31
-
Create an outstanding customer experience through exceptional service.
Establish and maintain a safe and clean environment that encourages customers to return.
Assist the department manager in reaching sales and profit goals established for the department and monitor all established quality assurance standards.
Demonstrate the company's core values of respect, honesty, integrity, diversity, inclusion and safety.Based in Wyoming, Metro Market merged with The Kroger Company in 2015.
Today, we're proudly serving Metro Market customers in 16 stores throughout the state.
As part of the Kroger family of companies, we take pride in bringing diverse teams with a passion for food and people together with one common purpose: To Feed the Human Spirit.
With a history of innovation, we work tirelessly to create amazing experiences for our customers, communities AND each other, with food at the heart of it all.
Here, people matter.
That's why we strive to provide the ingredients you need to create your own recipe for success at work and in life.
We help feed your future by providing the value and care you need to grow.
If you're caring, purpose-driven and hungry to learn, your potential is unlimited.
Whether you're seeking a part-time position or a new career path, we've got a fresh opportunity for you.
Apply today to become part of our Metro Market family!
If you are in need of reasonable accommodation to complete a job application or to otherwise participate in the application or pre-hiring process, please call 844-849-7136 or contact the location's management.
What you'll receive from us:
The Kroger Family of Companies offers comprehensive benefits to support your Associate Well-Being, including Physical, Emotional, Financial and more.
We'll help you thrive, with access to:
* A wide range of healthcare coverage, including affordable, comprehensive medical, dental, vision and prescription coverage, through company plans or collective bargaining agreement plans.
* Flexible scheduling in full- and part-time roles with paid time off, including holiday and sick pay based on eligibility and length of service.
* Emotional and financial support with free counseling through our Employee Assistance Program and free, confidential financial tools and coaching with Goldman Sachs Ayco.
* Valuable associate discounts on purchases, including food, travel, technology and so much more.
* Up to $21,000 in tuition reimbursement over your career, through our industry-leading Continuing Education program.
* Vast potential for growth, through an abundance of industry-leading training programs and diverse career pathways.
For more information about benefits and eligibility, please visit our Benefits Page ! Minimum
- Any retail experience
- Any bakery/cake decorating experience
- Ability to handle stressful situations
- Knowledge of basic math
- Effective communication skills
Desired
- Second language: speaking, reading and/or writing- Creat...
....Read more...
Type: Permanent Location: Monona, US-WI
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:30
-
Overview
170+ Years Strong.
Industry Leader.
Global Impact.
At Pinkerton, the mission is to protect our clients.
To do this, we provide enterprise risk management services and programs specifically designed for each client.
Pinkerton employees are one of our most important assets and critical to the delivery of world-class solutions.
Bonded together, we share a commitment to integrity, vigilance, and excellence.
Pinkerton is an inclusive employer who seeks candidates with diverse backgrounds, experiences, and perspectives to join our family of industry subject matter experts.
The GSOC Security Support Operator, assigned to a specific client, oversees the monitoring and response to various technologies, including access control, security video, and alarm systems, for high-priority global sites.
In this role, the operator will centrally monitor and dispatch responses to various alarms, as well as support the day-to-day operations of the Global Security Operations Center (GSOC).
Responsibilities
* Represent Pinkerton’s core values of integrity, vigilance, and excellence.
* Follow Standard Operating Procedures (SOP) to respond to alarms and effectively investigate the root causes of the alarm.
* Respond to alarms in a timely manner following the provided SOPs for various locations and incidents.
* Produce and disseminate security reports and alerts.
* Receive and respond to emergency and non-emergency calls from employees, vendors, law enforcement, on-site security officers, and automated alarm notification calls.
* Conduct CCTV video review to investigate alarms, incidents, and other safety/security events.
* Coordinate responses to incidents and alarm activations with internal and external teams.
* Provide exceptional customer service to a wide range of clients including senior executives to external vendors.
* All other duties, as assigned.
Qualifications
High School Diploma or GED with law enforcement, military, and/or security experience.
Two years of security operations experience or previous experience working in a Global Security, Command, or similar 24x7 operations center environment.
Previous experience with CCTV and physical access control systems.
* Analytical, critical thinking, and problem-solving skills.
* Organization and planning skills.
* Able to work with highly confidential information.
* Excellent verbal and written communication skills.
* Serve as a positive and effective team leader.
* Able to interact effectively at all levels of an organization and across diverse cultures.
* Results orientated.
* Able to work in a fast-paced environment under multiple deadlines and competing priorities.
* Maintain confidentiality when dealing with sensitive information.
Working Conditions:
With or without reasonable accommodation, requires the physical and mental capacity to effectively perform all essential functions;
* Regular comput...
....Read more...
Type: Permanent Location: Jersey City, US-NJ
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:30
-
Are you outgoing and service-oriented? Do you enjoy staying up to date on the latest kitchen and bath design trends? Are you organized and an excellent communicator? If so, we'd like you to join our team as Showroom Support.
About the Role:
You will:
* Provide hospitality and warmly welcome each customer and introduce them to a Showroom sales consultant.
* Provide administrative support and schedule appointments for the Showroom sales.
* Determine customer needs, direct them to the best products to address their needs.
* Provide customers with accurate information regarding product specifications, product suitability, pricing, and availability.
* Enter sales orders and bids, expedite purchases, stay engaged with customer by following up throughout the sales process.
* Process showroom sale returns and refund paperwork in accordance with Company policy and procedure.
* Keep the showroom clean, neat, current, stocked, and safely displayed.
* Maintain product literature files to ensure the most current and accurate information is always available to our customers.
* Join industry associations and attend professional events to stay informed about design trends, new products, and to build business relationships.
* Successfully complete required safety and compliance training programs as assigned.
* Perform other reasonably related duties as assigned by immediate supervisor and other management as required.
About You:
* Experience in customer service or showroom sales
* Knowledge of products sold in the showroom preferred
Our ideal candidate will also:
* Be knowledgeable of kitchen and bath design trends.
* Demonstrate outstanding customer service and verbal/telephone communications skills.
* Effectively use Microsoft Office software (Outlook, Word) to communicate via email, to maintain customer contact files and appointment calendars, and to create and analyze reports.
* Be able to build positive working relationships and inspire teamwork with co-workers.
* Be able to plan, organize, and multi-task.
* Be able to be self-directed, detailed, and highly organized.
* Be able to learn and operate the computer related systems used to process orders.
* Read, write, speak and understand English.
* Be able to add, subtract, multiply, and divide, using whole numbers, common fractions, and decimals.
Hajoca Corporation Job 9185 by eQuest
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Type: Permanent Location: Egg Harbor Township, US-NJ
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:29
-
Are you a mechanical engineer with a business mindset ? Do you enjoy networking and collaborating with others? Are you service-oriented and a self -starter ? If so, we'd like you to join our dedicated team as a Technical Sales Support Engineer.
About the Role:
You will:
* Serve as a technical and applications subject matter expert for sales teammates and external customers providing comprehensive product support and ensuring an exceptional customer service experience.
* Establish, maintain, and grow relationships with mechanical contractors and manufacturer vendor partners, facilitating product selection, training, and HVAC and/or mechanical system project execution.
* Support sales efforts through technical training, coaching, evaluation, inventory recommendations, and product support.
* Enable the sales team by functioning as a key resource for assistance with product selection and systems solutions, technical submittals and documentation, and value engineering and alternative solutions.
* Develop and maintain relationships with consulting engineers and engineering firms to drive project specifications and product preferences.
* Coordinate and actively call on engineers and contractors to support projects from design through installation
* Attend and participate in local engineering and industry organizations (ASHRAE, ASPE, etc.)
* Represent the business at industry events, customer meetings, jobsite visits, and networking functions
* Proactively identify new opportunities within the territory and help drive revenue growth across product lines.
* Maintain a current working knowledge of relevant technical issues by reviewing all technical bulletins and attending industry-related technical training functions and professional events.
* Successfully complete required safety and compliance training programs as assigned.
* Perform other reasonably related duties as assigned by immediate supervisor and other management as required.
About You:
* Bachelor's degree in Mechanical Engineering or a similar technical field.
* Possess a proper and valid driver's license
* 2 or more years of experience working as a mechanical contractor, Project Manager, Project Engineer, or in a similar position.
Our ideal candidate will also:
* Have a strong understanding of HVAC and mechanical systems, construction processes, and project workflows.
* Be familiar with distribution-based sales channels and project pipelines.
* Demonstrate excellent interpersonal and communication skills with the ability to communicate clearly with cross-functional teams and stakeholders.
* Effectively use Microsoft Office software (Outlook, Word, Excel) to communicate via email, to maintain appointment and customer contact files, and to analyze data.
* Demonstrate outstanding verbal and written communication, and generous listening skills.
* Be highly organized, a self-starte...
Hajoca Corporation Job 9186 by eQuest
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Type: Permanent Location: Norcross, US-GA
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:29
