People Analytics Analyst (Remote Opportunity)

S&S Activewear•Bolingbrook, IL

22h•Remote

About The Position

The People Analytics Analyst supports the Human Resources function by developing, analyzing, and maintaining workforce reports, people metrics, and dashboards that enable data-driven decision-making. This role transforms HR and employee lifecycle data into meaningful insights that help leaders understand workforce trends, monitor key performance indicators, and identify opportunities to improve organizational effectiveness. This position partners across HR, including Talent Acquisition, HR Business Partners, HRIS, Talent Management, Learning & Development, and Employee Relations, to provide accurate reporting and actionable analysis. The People Analytics Analyst plays a key role in measuring HR program effectiveness, improving visibility into workforce trends, and supporting planning discussions through reliable data and insights. The role is responsible for building and maintaining dashboards, analyzing workforce trends, validating HR data, and preparing reporting materials for HR leadership and business stakeholders. Areas of analysis may include hiring activity, headcount, turnover, retention, employee movement, engagement, workforce demographics, talent programs, and other people-related metrics. Success in this role requires strong analytical ability, attention to detail, technical reporting skills, and the ability to communicate data clearly to both technical and non-technical audiences. The People Analytics Analyst is expected to operate with moderate independence, manage recurring reporting needs, and contribute to continuous improvement in HR analytics practices.

Requirements

Minimum of 2 years of experience in people analytics, HR analytics, business analytics, reporting, data analysis, or a related analytical role.
Experience developing reports, dashboards, metrics, or data visualizations.
Experience working with workforce, HR, recruiting, employee, or operational data.
Experience partnering with stakeholders to understand reporting needs and deliver data-driven insights.
Advanced Microsoft Excel skills, including pivot tables, lookup functions, formulas, data validation, and analysis.
Experience using dashboard or business intelligence tools such as Power BI, Tableau, or similar platforms.
Experience working with HRIS, applicant tracking systems, or employee data systems.
Ability to analyze large datasets and identify meaningful trends.
Strong data visualization and dashboard design skills.
Strong data auditing, reconciliation, and quality control capabilities.
Understanding of HR metrics and the employee lifecycle, including hiring, onboarding, movement, retention, turnover, engagement, and talent programs.
Ability to translate HR and workforce data into actionable business insights.
Understanding of reporting methodology, metric definitions, and data governance principles.
Ability to manage recurring reporting cycles while supporting ad hoc analysis requests.
Ability to identify trends, summarize findings, and communicate recommendations clearly.

Nice To Haves

Experience with Workday, UKG, ADP, SAP SuccessFactors, iCIMS, Greenhouse, SmartRecruiters, or similar HR technology platforms.
Experience building dashboards in Power BI, Tableau, or comparable visualization tools.
Experience supporting Talent Acquisition analytics or recruiting dashboards.
Experience in a distribution, logistics, retail, manufacturing, warehouse, or multi-site environment.
SHRM-CP, PHR, people analytics certification, Power BI certification, Tableau certification, or related credential.

Responsibilities

Analyzes workforce data to identify trends, patterns, risks, and opportunities related to headcount, hiring, turnover, retention, employee movement, engagement, and workforce demographics.
Develops, maintains, and enhances recurring HR reports, scorecards, dashboards, and people metrics.
Translates workforce data into actionable insights that support HR leadership, Talent Acquisition, HR Business Partners, and business stakeholders.
Prepares reporting packages, data summaries, and visualizations for leadership meetings, talent reviews, workforce planning discussions, and HR initiatives.
Monitors key people metrics and provides analysis to support informed decision-making across the employee lifecycle.
Identifies opportunities to improve the quality, consistency, and usability of HR reporting.
Designs and builds dashboards that provide clear visibility into workforce trends, talent metrics, and HR program performance.
Creates data visualizations that communicate complex workforce information in a clear, concise, and business-friendly format.
Partners with stakeholders to understand reporting needs and convert business questions into effective dashboard solutions.
Maintains dashboard documentation, metric definitions, and reporting standards to ensure consistency across HR reporting.
Recommends enhancements to improve dashboard functionality, user experience, and decision support.
Supports Talent Acquisition through reporting and analysis of recruiting metrics, including requisition activity, hiring volume, time-to-fill, candidate pipeline activity, source effectiveness, and hiring trends.
Develops and maintains recruiting dashboards that provide visibility into talent acquisition performance and workforce demand.
Analyzes recruiting data to identify trends and opportunities to improve hiring effectiveness, process efficiency, and stakeholder visibility.
Partners with Talent Acquisition stakeholders to ensure recruiting data is accurate, consistent, and aligned to reporting needs.
Validates HR data to ensure reporting accuracy, consistency, and integrity across systems and dashboards.
Performs routine audits of workforce data and investigates discrepancies in partnership with HRIS, HR Operations, and other stakeholders.
Maintains standard definitions for key HR metrics and supports consistent reporting practices across the HR function.
Identifies data quality issues and recommends process or system improvements to strengthen reporting reliability.
Supports documentation of reporting processes, data sources, metric definitions, and dashboard maintenance procedures.
Partners with HR leaders and cross-functional stakeholders to understand workforce reporting needs and analytical priorities.
Communicates findings, trends, and recommendations in a clear and concise manner.
Advises stakeholders on appropriate use and interpretation of people data and HR metrics.
Supports HR initiatives by providing data analysis, reporting, and dashboard solutions aligned to business needs.
Builds effective working relationships with HRIS, Talent Acquisition, HR Business Partners, Finance, and business leaders.
Identifies opportunities to automate, streamline, and standardize recurring HR reports and dashboards.
Recommends improvements to analytics processes, reporting tools, and data visualization practices.
Stays current on people analytics trends, workforce metrics, dashboard design, and HR reporting best practices.
Supports the ongoing maturity of HR analytics capabilities through improved reporting, documentation, and stakeholder education.