Strategic People Analytics & Insights Analyst

The People Data & Insights Analyst serves as a strategic link between workforce data and business decisions. In this role, you will design and propose analytics solutions that drive measurable improvements in talent acquisition, retention, compensation equity, and organizational effectiveness — while supporting and contributing to cross‑functional HR projects from initiation through delivery. What you will do here: HR Reporting & Analytics Solutions Build, maintain, and evolve recurring and ad hoc HR reports, dashboards, and scorecards using tools such as Power BI, Tableau, or Looker. Conduct deep‑dive analyses on HR metrics such as headcount, attrition, time‑to‑fill, engagement scores, compensation equity, and workforce planning. Translate findings into executive‑ready presentations and support HR leadership in recommending data‑driven people strategies. Predictive Modeling & Strategic Insights Develop predictive models to identify attrition risk, recruiting efficiency, workforce planning and demand forecasting, performance factors, and employee engagement and sentiment. Collaborate cross‑functionally with HR Leadership, Finance, Legal, and IT on workforce planning and compliance reporting. HR Project Support Support the execution of HR Operations projects — including system implementations, process redesigns, and compliance initiatives — ensuring clear timelines, stakeholder alignment, and on‑time delivery. Develop and maintain project plans, status reports, and risk logs; proactively communicate progress and blockers to the Manager, HR Operations. Coordinate cross‑functional project teams, manage dependencies, and drive accountability across workstreams. Data Governance & Team Development Partner with HRIS teams to ensure data integrity across all HR systems. Lead data governance efforts and establish best practices for HR data management and documentation. Mentor HR analysts and Data Specialists and support the development of team capabilities. What you will need: Bachelor's Degree in Data Analytics, Statistics, Business Analytics, Industrial/Organizational Psychology, Human Resources or a related field required. Master's Degree in Data Analytics, Statistics, Business Analytics, Human Resources, Industrial/Organizational Psychology, Economics, Finance, Information Systems, or a related field preferred. 5+ years of experience in HR analytics, people analytics, or a related data role required. Experience working with HRIS platforms such as UKG, Workday, SAP SuccessFactors, or ADP required. Demonstrated experience managing projects within an HR or People Operations environment, including scoping, planning, and stakeholder communication required. Data Visualization & Business Intelligence Tools — Demonstrated proficiency building and maintaining dashboards, scorecards, and reports in Power BI, Tableau, or Looker required. People Analytics & Statistical Modeling — Ability to conduct rigorous workforce analyses (attrition, time‑to‑fill, compensation equity, engagement) and build predictive models that forecast attrition risk, hiring efficiency, and workforce demand using tools such as SQL and a statistical language such as Python or R required. Data Storytelling & Executive Communication — Ability to translate complex datasets into clear narratives, executive‑ready presentations, and actionable recommendations. Strong communication skills — able to manage multiple priorities and present complex data clearly to non‑technical stakeholders required. HRIS & Data Governance — Working knowledge of HRIS platforms (UKG or similar) and the ability to ensure data integrity, establish data management best practices, and lead governance efforts required. Solid understanding of core HR metrics, workforce planning concepts, and employment law fundamentals required. Demonstrated expertise supporting projects within an HR or People Operations environment, including scoping, planning, and stakeholder communication preferred. Familiarity with survey analytics platforms (Glint, Qualtrics, Culture Amp preferred. High degree of discretion and experience handling sensitive employee data required. HRIP certification. Or SHRMCP, PHR preferred. Project Management certification (PMP, CAPM, or equivalent) or formal training in Agile/Scrum methodologies preferred. We are proud to be an EEO/AA employer M/F/D/V. We maintain a drug‑free workplace and perform pre‑employment substance abuse testing. #J-18808-Ljbffr Desert Financial Credit Union