-
Job Description
Essential Duties and Responsibilities:
- Oversee and manage the Project's financial performance, including budgeting, forecasting, and analyzing profit and loss statements to ensure financial targets are met and profitability is maintained.
- Ensure program operations comply with all applicable requirements of the contract, as well as state and federal regulations.
- Ensure established goals and objectives support the overall project strategies.
- Oversee all project administrative operations including budget, financial controls, and human resources.
- Plan, develop, and schedule priorities for achieving operational and performance goals.
- Review management, productivity, and financial reports and studies to ensure program objectives are met.
- Participate in internal audits, research studies, forecasts, and modeling exercises to support project direction and guidance.
- Manage operational managers, including monitoring performance, providing mentoring, and professional development guidance.
- Capture and maintain resource assignments and utilization across the enterprise to proactively assess and align staffing levels.
- Work with internal leadership to facilitate and define priorities including establishing milestones, realistic schedule and securing resources across all strategic initiatives.
- Ensure comprehensive management of defined initiatives that include monitoring of the budget, schedule, resource availability, and organizational alignment.
- Guide and support RFIs, RFPs and RFQs, response development including writing to management approaches, whitepapers, and concept development.
- Leads the strategic direction for the government project.
- Leads client management, presentation, and contract success.
- Responsible for contract profit & loss (P&L).
Minimum Requirements
- Bachelor's degree in related field required.
- 12-15 years of professional experience in a related field required.
- Experience leading state tolling contracts.
- Experience leading large call center (~700 contact center agents), including meeting all KPIs, SLAs, quality, and compliance requirements.
- Must currently live in, or, be willing to relocate to New York state.
- Experience implementing a State contract of at least 750 people.
Preferred Skills and Qualifications
- Project Management Professional (PMP) certification.
EEO Statement
Maximus is an equal opportunity employer.
We evaluate qualified applicants without regard to race, color, religion, sex, age, national origin, disability, veteran status, genetic information and other legally protected characteristics.
Pay Transparency
Maximus compensation is based on various factors including but not limited to job location, a candidate's education, training, experience, expected quality and quantity of work, required travel (if any), external market and internal value analysis including seniority and merit systems, as well as internal pay alignment.
Annual salary is...
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Type: Permanent Location: Albany, US-NY
Salary / Rate: Not Specified
Posted: 2026-03-26 09:10:59
-
Essential Duties and Responsibilities:
- Foster strong customer relationships, monitoring their engagement and progress.
- Collaborate regularly with customers to attain program goals and sustain eligibility for services.
- Conduct workshops and deliver various training services to customers.
- Demonstrate substantial program knowledge, assisting customers through multiple phases of the application process, from enrollment to benefit allocation.
- Aid customers in accessing services aligning with program objectives, including educational/vocational training, medical support, childcare, transportation, mental health services, legal aid, and related needs.
- Follow up with customers to ensure their needs are met and address any queries or concerns.
- Collaborate with team members, providing expertise and assistance in resolving participant issues.
- Maintain accurate and timely case notes for all customer interactions and document related activities.
- Share updates on outreach and engagement efforts with project staff.
- Report identified barriers hindering customer engagement with the Provider to project staff.
Minimum Requirements
- High school diploma or GED required and 0-6 months of relevant professional experience required, or equivalent combination of education and experience.
- Reliable transportation and valid automobile insurance
- Valid CA Driver's License
- Knowledge of the local community
- Willing and able to travel throughout counties as needed
- Fluency in threshold languages (English and Spanish)
- Six months of customer service experience
- Presentation and/or public speaking experience (teaching, marketing, cold-call, community outreach and education, or public relations experience) preferred
- Experience working with low-income and diverse populations preferred
EEO Statement
Maximus is an equal opportunity employer.
We evaluate qualified applicants without regard to race, color, religion, sex, age, national origin, disability, veteran status, genetic information and other legally protected characteristics.
Pay Transparency
Maximus compensation is based on various factors including but not limited to job location, a candidate's education, training, experience, expected quality and quantity of work, required travel (if any), external market and internal value analysis including seniority and merit systems, as well as internal pay alignment.
Annual salary is just one component of Maximus's total compensation package.
Other rewards may include short- and long-term incentives as well as program-specific awards.
Additionally, Maximus provides a variety of benefits to employees, including health insurance coverage, life and disability insurance, a retirement savings plan, paid holidays and paid time off.
Compensation ranges may differ based on contract value but will be commensurate with job duties and relevant work experience.
An applicant's salary history will not be used in determining compensation.
Maxim...
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Type: Permanent Location: Riverside, US-CA
Salary / Rate: Not Specified
Posted: 2026-03-26 09:10:56
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Essential Duties and Responsibilities:
- Organize project teams, assign individual responsibilities, develop project schedules, and determine resource requirements.
- Oversee all facets of project operations.
- Deploy resources to address all operational needs.
- Make informed decisions and ensure adherence to budgets.
- Communicate updates and project status effectively and efficiently.
- Recommend innovative methodologies, techniques, and criteria for projects.
- Ensure adherence and compliance to internal and external quality standards.
- Support Corporate Sustainability and Recycling programs as well as support of other ESG-related initiatives, audits, and documentation.
Minimum Requirements
- Bachelor's degree in related field.
- 5-7 years of project management experience required.
- Equivalent combination of education and experience considered in lieu of degree.
- 1-2 years of professional experience in corporate sustainability or related roles.
- Must have or obtain IFMA SFP/FMP certification within 12 months of employment.
- Must have or obtain OSHA 30-Hour General Industry Training within 6 months of employment.
EEO Statement
Maximus is an equal opportunity employer.
We evaluate qualified applicants without regard to race, color, religion, sex, age, national origin, disability, veteran status, genetic information and other legally protected characteristics.
Pay Transparency
Maximus compensation is based on various factors including but not limited to job location, a candidate's education, training, experience, expected quality and quantity of work, required travel (if any), external market and internal value analysis including seniority and merit systems, as well as internal pay alignment.
Annual salary is just one component of Maximus's total compensation package.
Other rewards may include short- and long-term incentives as well as program-specific awards.
Additionally, Maximus provides a variety of benefits to employees, including health insurance coverage, life and disability insurance, a retirement savings plan, paid holidays and paid time off.
Compensation ranges may differ based on contract value but will be commensurate with job duties and relevant work experience.
An applicant's salary history will not be used in determining compensation.
Maximus will comply with regulatory minimum wage rates and exempt salary thresholds in all instances.
Accommodations
Maximus provides reasonable accommodations to individuals requiring assistance during any phase of the employment process due to a disability, medical condition, or physical or mental impairment.
If you require assistance at any stage of the employment process-including accessing job postings, completing assessments, or participating in interviews,-please contact People Operations at applicantaccom@maximus.com.
Minimum Salary
$
108,970.00
Maximum Salary
$
147,430.00
*
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Type: Permanent Location: Mclean, US-VA
Salary / Rate: Not Specified
Posted: 2026-03-26 09:10:54
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Essential Duties and Responsibilities:
- Responsible for completing medical and/or behavioral health assessments within contract requirements.
- Conducts on-site, video call and/or telephonic assessments to determine an individual's needs for services and supports, eligibility, level of care or related outcome.
- Perform all job duties in compliance with Person First standards, HIPAA guidelines, and company confidentiality policies and procedures.
- Travel may be required based on program contract requirements.
- Performs other related duties as assigned.
- Preferred knowledge may include community support programs, long-term care assessment and level of care in medical, behavioral health or related programs.
- Knowledge and understanding of medical and/or behavioral health diagnoses and prescribed medications.
- Ability to collect data, define problems, establish facts, and draw valid conclusions.
- Conduct in-person onsite outreach interviews and transitional assessments using person-centered and motivational interviewing techniques
- Educate individuals about their rights, the Outreach & Assessment process, and what to expect in next steps
- Accurately document assessment findings, outcomes, and required data elements in program systems
- Maintain professionalism and strong customer service when working with individuals with complex medical, behavioral health, and social needs
- Perform all job duties in compliance with Person First standards, HIPAA guidelines, and Maximus confidentiality policies and procedures.
- Traveling as required based on program contract requirements.
- Perform other related duties as assigned.
Minimum Requirements
- Education and licensure requirements are based on program contract requirements and are outlined in job posting.
- High School Degree or equivalent required.
- Minimum 2 years of clinical experience required.
Minimum Requirements:
- Master's degree in counseling, social work, psychology, or other highly related field, or equivalent
- Minimum of 5 years' experience working with individuals in long-term care settings and/or medical or mental health settings
- Minimum of 3 years of experience conducting medical and/or mental health assessments
- Willingness and ability to travel up to 85% throughout Cook County, Illinois.
Preferred Requirements:
- Familiarity with Medicaid, Long-term services and supports, or community-based programs
-Strong interviewing, documentation, and interpersonal skills
- Experience working with individuals with complex medical or behavioral health needs
- Ability to work independently in the field and manage a mobile schedule
Home Office Requirements:
- Maximus provides company-issued computer equipment.
- Reliable high-speed internet service (Minimum 20 Mbps download speeds/50 Mbps for shared
internet connectivity,Minimum 5 Mbps upload speeds).
- Private and secure workspace suitable for confidential work.
EEO Statement
Maximus is an equal opportunity e...
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Type: Permanent Location: Chicago, US-IL
Salary / Rate: Not Specified
Posted: 2026-03-26 09:10:53
-
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: Charleston, US-WV
Salary / Rate: Not Specified
Posted: 2026-03-26 09:10:52
-
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: Cheyenne, US-WY
Salary / Rate: Not Specified
Posted: 2026-03-26 09:10:51
-
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: Milwaukee, US-WI
Salary / Rate: Not Specified
Posted: 2026-03-26 09:10:49
-
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: Eau Claire, US-WI
Salary / Rate: Not Specified
Posted: 2026-03-26 09:10:48
-
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: Morgantown, US-WV
Salary / Rate: Not Specified
Posted: 2026-03-26 09:10:46
-
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: Rock Springs, US-WY
Salary / Rate: Not Specified
Posted: 2026-03-26 09:10:45
-
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: Seattle, US-WA
Salary / Rate: Not Specified
Posted: 2026-03-26 09:10:44
-
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: Bennington, US-VT
Salary / Rate: Not Specified
Posted: 2026-03-26 09:10:43
-
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: Spokane, US-WA
Salary / Rate: Not Specified
Posted: 2026-03-26 09:10:41
-
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: Tysons, US-VA
Salary / Rate: Not Specified
Posted: 2026-03-26 09:10:40
-
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: Roanoke, US-VA
Salary / Rate: Not Specified
Posted: 2026-03-26 09:10:38
-
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: Richmond, US-VA
Salary / Rate: Not Specified
Posted: 2026-03-26 09:10:37
-
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: Lubbock, US-TX
Salary / Rate: Not Specified
Posted: 2026-03-26 09:10:35
-
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: Burlington, US-VT
Salary / Rate: Not Specified
Posted: 2026-03-26 09:10:34
-
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: St. George, US-UT
Salary / Rate: Not Specified
Posted: 2026-03-26 09:10:32
-
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: San Antonio, US-TX
Salary / Rate: Not Specified
Posted: 2026-03-26 09:10:32
-
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: Dallas, US-TX
Salary / Rate: Not Specified
Posted: 2026-03-26 09:10:30
-
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: Salt Lake City, US-UT
Salary / Rate: Not Specified
Posted: 2026-03-26 09:10:29
-
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: Columbia, US-SC
Salary / Rate: Not Specified
Posted: 2026-03-26 09:10:28
-
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 Falls, US-SD
Salary / Rate: Not Specified
Posted: 2026-03-26 09:10:27
-
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: Memphis, US-TN
Salary / Rate: Not Specified
Posted: 2026-03-26 09:10:25
