The People Insights & Systems Analyst plays a critical role in driving data-informed decision-making and ensuring the alignment of HR systems with organizational needs. This role partners with HR Business Partners and business leaders to deliver actionable workforce insights through business intelligence tools, such as Workday Prism and Power BI, and leads the gathering and documentation of business and functional requirements for HR systems and technology enhancements. By translating complex people data into meaningful trends, forecasts, and strategic insights, this role empowers stakeholders to make evidence-based decisions that enhance workforce effectiveness and organizational performance.

KEY RESPONSIBILITIES

• Design, build, and maintain dashboards, scorecards, and reports using Workday Prism, Power BI, and other analytics tools.
• Translate people data into actionable insights and visualizations that support workforce planning, retention, talent acquisition, and other strategic HR initiatives.
• Collaborate with business leaders and HRBPs to identify reporting needs and deliver custom or ad hoc analyses to support decision-making.
• Monitor data quality, consistency, and governance across systems; partner with HRIS, IT, and data owners to resolve discrepancies.
• Lead the intake, documentation, and prioritization of business and functional requirements for HR system enhancements, integrations, and process improvements.
• Partner with HR, IT, and business stakeholders to understand current processes and recommend technology-enabled solutions that scale with the business.
• Facilitate requirements workshops, conduct gap analyses, and develop user stories or functional specs to support configuration and implementation work.
• Serve as a strategic partner to HR Business Partners and business leaders, understanding their objectives and aligning analytics and systems to support them.
• Present data-driven recommendations and trends in a clear, concise manner tailored to different audiences.
• Support change management and training efforts related to analytics capabilities, tools, and data literacy across the organization.
• Assist in the planning, testing (UAT), and execution of HR technology initiatives, including go-live readiness and post-implementation reviews.
• Identify opportunities to optimize reporting processes and automate data workflows where possible.
• Stay current on trends in HR technology and people analytics, proactively bringing forward ideas to improve user experience and insight delivery. Note: Responsibilities may change over time and may be adjusted to meet business needs.

QUALIFICATIONS

Education: 1. Bachelor's degree in Human Resources, Business Administration, Data Analytics, Information Systems, or a related field required 2. Master's degree in Data Analytics, Business Intelligence, or a related discipline is a plus An equivalent combination of education and experience may also be considered

Experience:

• 3+ years of experience in a people analytics, HR systems, or business analyst role within a mid-size organization
• Experience with reporting and analytics tools such as Workday Prism, Power BI, or other business intelligence platforms
• Experience in HR data structures, processes, and key metrics across the employee lifecycle (e.g., talent acquisition, engagement, attrition, performance)
• Strong understanding of core HR processes and data domains (e.g., headcount, turnover, diversity, performance, compensation)
• Experience gathering and documenting business requirements for HR technology initiatives (Workday preferred)
• Experience in gathering, documenting, and translating business requirements into system or reporting solutions
• Experience working with HRIS platforms (e.g., Workday) and analytics tools (e.g., Workday Prism, Power BI) for data management and analysis.
• Experience in a global or multinational environment.

Skills and Competencies:

Strong data analysis and storytelling skills using Workday Prism, Power BI, Excel, or other BI/analytics tools. 1. Skilled at interpreting and visualizing complex HR data into clear, actionable insights for diverse audiences. 2. Skilled in gathering and documenting business, functional, and technical requirements. 3. Advanced proficiency in Excel, including the use of functions, pivot tables, and formulas for data analysis (experience with macros is a plus). 4. Familiarity with AI-driven analytics tools and emerging technologies in HR systems is preferred. 5. Leverage AI and machine learning tools to enhance people insights and strategic workforce planning. 6. High attention to detail with the ability to manage and maintain large datasets, ensuring accuracy and consistency across systems. Strong organizational skills with the ability to manage multiple compensation processes and projects in a fast-paced environment. 7. Ability to collaborate and build relationships with HR, Finance, and business leaders, providing support and expertise on compensation matters. Strong written and verbal communication skills, with the ability to present data recommendations clearly to various stakeholders. Ability to handle sensitive data and information with a high degree of discretion and confidentiality. Understanding of data privacy, governance, and compliance as it relates to HR data. 8. Self-motivated, with a proactive approach to identifying process improvements and scaling compensation operations. 9. Strong customer service orientation, with a commitment to delivering high-quality analytics and solutions to internal stakeholders.

Language Requirements:

• Proficiency in English (both written and verbal) is required. Additional Requirements:
• Adherence to ethical standards and confidentiality in handling sensitive candidate and company information.
• Commitment to staying updated with industry trends and best practices to continually improve recruitment processes and outcomes.