The People Analytics Lead will be responsible for building and scaling the organization’s People Analytics capabilities from the ground up. This is a lead individual contributor role that will establish the foundation for how workforce data is structured, analyzed, and delivered across the business.

This role will partner closely the HR organization, HRIS, and People Technology teams to design, build, and deploy reporting and analytics solutions within Workday and related systems. The ideal candidate is a hands-on builder who thrives in ambiguity, is comfortable creating structure from scratch, and can translate business needs into scalable analytics solutions.

• Build & Scale People Analytics (From the Ground Up)

  • Design and stand-up People Analytics frameworks, reporting structures, and intake processes

  • Define core workforce metrics, KPIs, and standardized reporting aligned to business priorities

  • Build scalable, repeatable reporting solutions—moving away from one-off requests

  • Create a structure where limited processes, standards, or governance currently exist

• Workday & People Technology Partnership

  • Partner closely with HRIS and People Technology teams to design and configure reporting solutions within Workday

  • Translate business needs into technical requirements (calculated fields, dashboards, report logic)

  • Co-develop dashboards and reporting infrastructure with configuration teams

  • Drive continuous improvement of system capabilities to support analytics needs

• Stakeholder Engagement & Solution Delivery

  • Work directly with HR, Talent Acquisition, and business leaders to understand analytics needs, translating recruiting and workforce questions into scalable, standardized reporting and dashboards.

  • Consult on requirements, prioritize use cases, and recommend scalable solutions

  • Own end-to-end delivery of analytics solutions—from intake through deployment

  • Ensure outputs are actionable, intuitive, and aligned to business decisions

  • Drive the internal adoption strategy for self-service analytics, transitioning stakeholders from reactive data requests to proactive, data-driven decision-making.

• Testing, Deployment & Adoption

  • Lead testing strategy for reports and dashboards, including UAT

  • Validate data accuracy, logic, and usability prior to release

  • Partner with stakeholders to ensure successful rollout and adoption

  • Develop documentation, job aids, and training materials

• Data Governance & Quality

  • Establish data definitions, standards, and governance practices

  • Ensure consistency and integrity of workforce data across systems

  • Identify and resolve data quality gaps in partnership with HRIS and business teams

• Insights & Advanced Analytics

  • Deliver insights across hiring, retention, workforce planning, and organizational effectiveness, including Talent Acquisition metrics such as hiring demand, pipeline health, time‑to‑fill, hiring velocity, and recruiter capacity.

  • Build foundational capabilities for trend‑based and predictive analytics that support forward‑looking workforce and hiring decisions, with clear assumptions and documented limitations.

  • Translate complex data sets into persuasive business cases and actionable narratives that influence executive decision-making and ROI-based investments.

WHAT YOU BRING TO US:

• Bachelor’s degree in HR, Business, Analytics, or related field (Master’s preferred)

• 7–10+ years of experience in People Analytics, HR Analytics, or Workforce Analytics

• Strong hands-on experience with Workday reporting and analytics capabilities

• Proven experience building analytics frameworks, dashboards, and reporting solutions from scratch

• Experience partnering with HRIS or system configuration teams to deliver scalable solutions

• Experience leading testing efforts (UAT) and deploying analytics products

• Advanced skills in data visualization tools (e.g., Tableau, Power BI) and data analysis (Excel, SQL, or similar)

• Experience with data modeling and ETL processes (Extract, Transform, Load) to ensure disparate data sources (Workday, ATS, Engagement surveys) speak the same language.

• Up to 15%

WORKING CONDITIONS:

• General work environment – sitting for long periods, standing, walking, typing, carrying, pushing, bending. Work is conducted primarily indoors with varying environmental conditions such as fluorescent lighting and air conditioning

• Noise level is usually low to medium; it can be loud on the jobsite.

• Occasional lifting of up to 30 lbs.

• ESOP – Employee Stock Ownership

• 401 K

• Annual bonus program based upon performance, profitability, and achievement

• 17 PTO days per year plus 10 paid holidays

• 3 days of paid sick leave each year

• 3 days of paid Bereavement leave each year

• 3 days of paid Jury Duty

• Medical, Dental, Vision Insurance

• Bonding Leave

• Term Life, AD&D Insurance, and Voluntary Life Insurance

• Disability Income Protection Insurance

• Pre-tax Flexible Spending Plans (Health and Dependent Care)

• Charitable Giving Match with our Rosendin Foundation

Our success is rooted in our people. We all come together around long-term vision and a sense of shared ownership. As a group, we do whatever it takes to ensure the success of our business…and your career.