The People Analytics Head is responsible for the design of the analytics strategy, delivering of strategic insights and the required tools to build business intelligence related to people matters.
Contents
Role family, salary range & work experience
Key responsibilities
Job description template
Detailed responsibilities & tasks
KPIs for this role
Role family, salary range & work experience
- HR Role family: Solution Architect
Key responsibilities
- Set a long term vision for People Analytics and execute on it in collaboration with other HR leaders
- Set up an analytics roadmap, identify key questions that will unblock people team and liaise with technical partners on data infrastructure
- Partner with Strategic HR Business Partners and key stakeholders to rationalize demand and foster a culture of value-add reporting and analytics
- Liaise with stakeholders to define critical data requirements, metrics and reporting frequencies necessary for effectively analyzing trends and predicting future trends to make actionable decisions.
Job description template
The Head of People Analytics is responsible for overseeing the development and implementation of HR analytics and data-driven insights. The ideal candidate will have a deep understanding of HR processes and practices and the ability to provide strategic guidance to senior leadership.
Key Responsibilities
- Lead the development and implementation of HR analytics and data-driven insights across the organization
- Design and implement analytical models to support HR processes, such as employee engagement, workforce planning, and talent acquisition
- Collaborate with HR leaders to develop metrics that align with organizational goals and objectives
- Lead the development and implementation of data governance policies and procedures
- Drive data-driven decision-making and influence business decisions based on insights derived from HR data
- Partner with cross-functional teams to identify areas of opportunity and improvement
- Communicate complex data and insights in a clear and concise manner to senior leadership and other stakeholders
- Lead the team responsible for data collection, analysis, and reporting
- Stay up to date on industry trends and best practices related to HR analytics and data-driven insights
Qualifications
- Bachelor’s or Master’s degree in Human Resources, Business Administration, Data Science, or related field
- 8+ years of experience in HR analytics, data analysis, or a related field
- Strong analytical skills with experience in statistical analysis and data visualization
- Experience leading cross-functional teams and working with senior leadership
- Knowledge of HR processes, practices, and metrics
- Excellent communication and interpersonal skills with the ability to present complex data and insights to a non-technical audience
- Strong project management skills with the ability to manage multiple projects and priorities
Detailed responsibilities & tasks
- Lead the development and implementation of HR analytics and data-driven insights across the organization
- Design and implement analytical models to support HR processes, such as employee engagement, workforce planning, and talent acquisition
- Collaborate with HR leaders to develop metrics that align with organizational goals and objectives
- Lead the development and implementation of data governance policies and procedures
- Drive data-driven decision-making and influence business decisions based on insights derived from HR data
- Partner with cross-functional teams to identify areas of opportunity and improvement
- Communicate complex data and insights in a clear and concise manner to senior leadership and other stakeholders
- Lead the team responsible for data collection, analysis, and reporting
- Stay up to date on industry trends and best practices related to HR analytics and data-driven insights
Detailed skills description
- Data analytics skills: Ability to analyze large volumes of data and interpret results, using statistical analysis, data visualization, and data modeling techniques
- HR knowledge: Strong understanding of HR processes, practices, and policies to translate business questions into HR analytics problems and drive data-informed decisions
- Strategic thinking: Strategic mindset to identify the impact of HR on business outcomes, prioritize analysis needs, and develop a clear road map for the HR Analytics function
- Technical skills: Proficiency in programming languages such as R or Python, and experience working with analytics tools such as Tableau, Power BI, or SQL
- Communication skills: Ability to communicate complex data insights in a clear and concise manner to both technical and non-technical stakeholders, including senior leadership
- Leadership skills: Experience leading a team of analysts and driving a culture of data-driven decision making in the HR department
- Business acumen: Understanding of the business context and issues, the competitive environment, and industry trends to develop and drive HR analytics solutions that support strategic decision making
- Project management: Ability to manage multiple projects, prioritize workloads, and deliver results within tight deadlines
KPIs for this role
- Data quality: Ensuring the accuracy, completeness, and consistency of HR data used for analysis
- Metrics development: Developing and implementing HR metrics to measure workforce performance, identify trends, and provide insights to inform HR decision-making
- Analytical insights: Providing actionable insights and recommendations to HR and business leaders based on the analysis of HR data
- Data visualization: Developing and presenting visualizations of HR data that are easy to understand and provide insights to stakeholders
- Data governance: Establishing and maintaining data governance policies and procedures to ensure the appropriate use, storage, and sharing of HR data
- Project management: Leading and managing HR analytics projects, including scoping, planning, execution, and delivery
- Stakeholder engagement: Building and maintaining relationships with HR and business leaders to understand their needs and provide insights to support their decision-making
- Talent development: Developing and managing a team of HR analysts to ensure they have the skills and tools to deliver high-quality HR analytics
- Innovation: Staying up to date with emerging HR analytics technologies and methodologies, and implementing new approaches as appropriate
- ROI: Measuring the return on investment of HR analytics initiatives and ensuring they align with the organization’s strategic goals
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