-
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: Portland, US-ME
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:56
-
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: Shreveport, US-LA
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:55
-
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: Sioux City, US-IA
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:54
-
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: Bowling Green, US-KY
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:54
-
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: Evansville, US-IN
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:53
-
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: Wichita, US-KS
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:52
-
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: Davenport, US-IA
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:52
-
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: Kansas City, US-KS
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:51
-
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: Des Moines, US-IA
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:51
-
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: Idaho Falls, US-ID
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:50
-
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: Chicago, US-IL
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:49
-
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: Springfield, US-IL
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:49
-
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: Indianapolis, US-IN
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:48
-
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 Wayne, US-IN
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:47
-
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: Tallahassee, US-FL
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:47
-
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: Savannah, US-GA
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:46
-
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: Atlanta, US-GA
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:45
-
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: Columbus, US-GA
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:45
-
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: 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: 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: 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: 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: 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 ...
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Type: Permanent Location: Wilmington, US-DE
Salary / Rate: Not Specified
Posted: 2026-02-20 08:26:40
