-
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: Albany, US-NY
Salary / Rate: Not Specified
Posted: 2026-02-20 08:27:20
-
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: Wilmington, US-NC
Salary / Rate: Not Specified
Posted: 2026-02-20 08:27:19
-
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: Buffalo, US-NY
Salary / Rate: Not Specified
Posted: 2026-02-20 08:27:19
-
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: Rochester, US-NY
Salary / Rate: Not Specified
Posted: 2026-02-20 08:27:18
-
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: Lebanon, US-NH
Salary / Rate: Not Specified
Posted: 2026-02-20 08:27:17
-
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: Fargo, US-ND
Salary / Rate: Not Specified
Posted: 2026-02-20 08:27:17
-
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: Manchester, US-NH
Salary / Rate: Not Specified
Posted: 2026-02-20 08:27:16
-
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: Cherry Hill, US-NJ
Salary / Rate: Not Specified
Posted: 2026-02-20 08:27:15
-
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: Albuquerque, US-NM
Salary / Rate: Not Specified
Posted: 2026-02-20 08:27:15
-
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: Newark, US-NJ
Salary / Rate: Not Specified
Posted: 2026-02-20 08:27:14
-
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: Omaha, US-NE
Salary / Rate: Not Specified
Posted: 2026-02-20 08:27:13
-
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: Las Cruces, US-NM
Salary / Rate: Not Specified
Posted: 2026-02-20 08:27:13
-
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: Las Vegas, US-NV
Salary / Rate: Not Specified
Posted: 2026-02-20 08:27:12
-
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: North Platte, US-NE
Salary / Rate: Not Specified
Posted: 2026-02-20 08:27:11
-
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: Missoula, US-MT
Salary / Rate: Not Specified
Posted: 2026-02-20 08:27:11
-
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: Reno, US-NV
Salary / Rate: Not Specified
Posted: 2026-02-20 08:27:10
-
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-MO
Salary / Rate: Not Specified
Posted: 2026-02-20 08:27:09
-
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-MO
Salary / Rate: Not Specified
Posted: 2026-02-20 08:27:09
-
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: Tupelo, US-MS
Salary / Rate: Not Specified
Posted: 2026-02-20 08:27:08
-
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: St. Louis, US-MO
Salary / Rate: Not Specified
Posted: 2026-02-20 08:27:07
-
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: Billings, US-MT
Salary / Rate: Not Specified
Posted: 2026-02-20 08:27:07
-
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: Bozeman, US-MT
Salary / Rate: Not Specified
Posted: 2026-02-20 08:27:06
-
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: Jackson, US-MS
Salary / Rate: Not Specified
Posted: 2026-02-20 08:27:05
-
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: Hattiesburg, US-MS
Salary / Rate: Not Specified
Posted: 2026-02-20 08:27:05
-
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: Grand Rapids, US-MI
Salary / Rate: Not Specified
Posted: 2026-02-20 08:27:04
