Workforce Analytics & Insights Lead

Midlands - Hybrid

A high number of candidates may make applications for this position, so make sure to send your CV and application through as soon as possible.
Our Client, a Global Services brand, is looking for an experienced and forward-thinking Workforce Analytics & Insights Lead to drive evidence-based decision-making across the People function and the wider organisation. This is a key role in ensuring that workforce data is translated into meaningful insights, enabling leaders to understand organisational performance, anticipate future workforce challenges and make informed decisions that support the delivery of strategic objectives.
The role will lead the development and continuous improvement of workforce analytics, reporting and insight, ensuring that senior leaders have access to accurate, relevant and timely information to inform business planning, workforce strategy and organisational performance.
Taking ownership of the organisation's workforce Balanced Scorecard, the role will lead the definition, development and production of executive dashboards, performance reports and insight packs. The incumbent will ensure that these outputs provide a clear and balanced view of workforce performance, connecting key people metrics to organisational priorities and enabling leaders to monitor progress, identify areas of concern and take appropriate action.
A central part of the role will be setting the workforce insights agenda. This will involve proactively identifying trends, emerging risks, opportunities and underlying workforce drivers, drawing together information from multiple sources to develop a comprehensive understanding of workforce challenges and their potential impact on organisational outcomes. The successful candidate will move beyond descriptive reporting to deliver forward-looking analysis, meaningful interpretation and evidence-based recommendations.
The role will also provide leadership on people data governance, reporting integrity and data quality standards across HR systems and workforce insight outputs. Working closely with People colleagues, HR systems specialists, data teams and senior stakeholders, the role will promote consistent definitions, robust controls and trusted reporting practices, strengthening confidence in workforce information and supporting a culture of data-informed decision-making.
About you
You will be an experienced workforce analytics, people insight or people data professional with the ability to combine strong analytical expertise with strategic thinking and effective stakeholder engagement. You will understand how workforce information can be used to explain organisational performance, identify emerging challenges and support better decisions across a complex organisation.
You will be confident working with senior stakeholders, able to interpret complex data and communicate findings in a clear, compelling and accessible way. You will understand the importance of data quality, governance and reporting integrity, and be comfortable taking ownership of the standards and processes needed to maintain confidence in workforce information.
You will also bring a continuous improvement mindset, with the ability to challenge established reporting practices, identify opportunities to improve analytical outputs and ensure that the organisation derives meaningful value from its workforce data.
Essential knowledge, skills and experience
Significant experience in workforce analytics, people insight, HR reporting, or a closely related analytical discipline.
Experience of developing and maintaining executive dashboards, performance scorecards, management information and senior leadership reporting.
Demonstrable experience of translating complex data into meaningful insights, clear narratives and actionable recommendations.
Strong analytical and problem-solving skills, with the ability to identify trends, investigate performance drivers and interpret the implications of workforce information.
Experience of developing and applying performance indicators, measures, targets and reporting methodologies.
A strong understanding of people data governance, data quality, reporting integrity and the importance of consistent definitions and methodologies.
Experience of working with HR systems and data from multiple sources, with an understanding of the challenges associated with data accuracy, consistency and integration.
The ability to communicate complex information clearly and confidently, including to senior leaders and non-technical audiences.
Strong stakeholder management and influencing skills, with the confidence to challenge constructively and provide evidence-based advice.
Experience of improving reporting processes, strengthening analytical capability and identifying opportunities for automation and efficiency.
A high level of attention to detail, with a commitment to accuracy, quality assurance and the responsible handling of sensitive information.
The ability to manage competing priorities and deliver high-quality outputs to agreed deadlines.
Knowledge of business intelligence and data visualisation tools, such as Power BI, Tableau or equivalent platforms.
Experience of working with HR information systems and integrating workforce data with finance, operational or other business data.
Familiarity with data protection requirements and good practice in the management of confidential employee information.
Experience of leading analytical projects, improving reporting standards or building data and insight capability across a team or function.
What success will look like
Success in this role will be demonstrated through the development of a trusted, high-quality workforce insights capability that supports better decisions across the organisation.
In particular, you will:
Ensure that senior leaders have access to a clear, consistent and reliable workforce Balanced Scorecard that reflects strategic priorities and supports effective performance oversight.
Deliver timely, accurate and insightful executive dashboards and reporting packs that explain workforce performance, highlight emerging issues and support action.
Strengthen the organisation's ability to identify workforce trends, risks, opportunities and underlying drivers before they become more significant challenges.
Improve confidence in people data through consistent reporting definitions, stronger governance, effective quality assurance and clear accountability.
Increase the use of workforce evidence in strategic planning, resource allocation, People initiatives and organisational decision-making.
Reduce unnecessary reporting duplication and improve the efficiency, accessibility and relevance of workforce information.
Build strong relationships with stakeholders and establish the workforce analytics function as a valued source of insight, challenge and strategic advice.
Foster a culture in which workforce data is understood, trusted and routinely used to inform decisions and evaluate outcomes.
This is an opportunity to shape how workforce insight is developed, communicated and used, ensuring that the People function and the wider organisation have the evidence, confidence and intelligence needed to make informed decisions and deliver lasting impact. xwzovoh
To apply, please send your CV with current remuneration details quoting reference 25/TJ to the consultant, Natalie Mortimer. Natalie can be contacted on Astrum HR Search & Selection Ltd, 4 Rugby Lane, Stretton on Dunsmore, Rugby, CV23 9JH