Analyst, People Analytics

Everest•Warren Township, NJ

3d•$65,000 - $87,000•Hybrid

About The Position

Everest Group, Ltd. is seeking a People Analytics Analyst to join its Human Resources team in Warren, NJ, on a hybrid work schedule. The role advances Everest’s people analytics strategy by turning workforce data into actionable insights that guide business and talent decisions. It partners with HR leaders, Finance, Talent Acquisition, Compensation, and business stakeholders to deliver analytics, workforce planning, executive reporting, and predictive insights that support organizational effectiveness. The analyst combines analytical expertise, consulting capability, and business acumen, and communicates data-driven insights to influence strategic workforce decisions. The position serves as a trusted advisor to HR and business leaders, identifying workforce trends, risks, and opportunities while using analytics, automation, and emerging technologies to improve decision-making. The position is regular, full-time employment. The annual base salary range is $65,000–$87,000, with compensation based on education, experience, qualifications, and work location. Benefits include health insurance coverage, an employee wellness program, life and disability insurance, a 401(k) match, a retirement savings plan, paid holidays, and paid time off.

Requirements

Bachelor’s degree in Analytics, Data Science, Statistics, Business, Economics, Industrial/Organizational Psychology, Human Resources, or a related field.
At least 2 years of experience in People Analytics, HR Analytics, Business Analytics, Workforce Planning, or a related discipline.
Advanced proficiency with Power BI or similar business intelligence and data visualization platforms.
Experience working with HRIS platforms and workforce data.
Experience developing executive dashboards, scorecards, self-service reporting solutions, and workforce planning analyses.
Knowledge of statistical methods, predictive analytics, trend analysis, and data modeling techniques.
Experience supporting executive-level reporting and presenting insights to senior business leaders.
Strong consulting, stakeholder management, data storytelling, and communication skills.
Ability to influence decisions through data-driven insights while maintaining accuracy, attention to detail, and intellectual curiosity.

Nice To Haves

Master’s degree in Analytics, Data Science, Statistics, Business Administration, Human Resources, or a related field.
Workday experience.
Experience applying advanced people analytics techniques, including workforce forecasting, organizational design analytics, scenario planning, predictive analytics, automation, AI-enabled solutions, and machine learning.
Proficiency with analytics and data transformation tools such as Power BI, SQL, Python, R, Alteryx, KNIME, or similar technologies.
Knowledge of HR data governance, privacy, and workforce data management best practices.
Experience in insurance, financial services, or another highly regulated industry.

Responsibilities

Lead workforce analyses to identify trends, risks, and opportunities related to attrition, talent movement, diversity, organizational effectiveness, workforce productivity, and other key people metrics.
Partner with HR, Finance, Talent Acquisition, Compensation, and business leaders to provide data-driven insights and recommendations supporting strategic workforce and talent decisions.
Develop workforce planning analyses, forecasts, and scenario models to support organizational planning and business growth.
Design, develop, and maintain executive dashboards, scorecards, and reporting solutions using Power BI and other analytics tools.
Translate complex workforce data and statistical findings into clear, actionable insights for senior leadership.
Support executive reporting, business reviews, and enterprise people metrics through recurring and ad hoc reporting.
Use predictive analytics, automation, AI, and advanced analytical techniques to improve workforce decision-making and reporting efficiency.
Ensure the quality, consistency, governance, and integrity of workforce data and reporting solutions.
Serve as a subject matter expert on people analytics methodologies, workforce metrics, and reporting best practices.
Promote data literacy across HR and business teams through consultation, training, and mentorship of less experienced analysts.