People Analytics Consultant

Cargill•Shorewood, MN

3d•$160,000 - $240,000•Remote

About The Position

The People Analytics Consultant job guides decisions; it is not a reporting function. As a recognized subject matter expert, this job partners directly with HR and business leaders to frame the decisions in front of them, structure questions into scoped analytics engagements, and deliver recommendations that are shaped and carried in partnership with HR Business Partners rather than handed off. This job starts from the decision rather than the data request, routes standard reporting to governed self-service products, and follows each engagement through to the decision made and the outcome achieved. This job advances People Analytics from a reporting function into a proactive advisory practice that influences decisions and demonstrates measurable business impact.

Requirements

6+ years of experience in People Analytics, Workforce Analytics, HR Analytics, Talent Analytics, HR consulting, or a related analytics advisory role supporting workforce and talent decisions.
Experience partnering with HR leaders, HR Business Partners, and business stakeholders to translate workforce challenges into analytics engagements and actionable recommendations.
Experience applying quantitative analysis techniques to workforce topics such as retention, engagement, workforce planning, organizational effectiveness, performance, or talent management.
Working knowledge of SQL and at least one analytics tool or programming language (e.g., Python, R, Tableau, Power BI) sufficient to evaluate methodologies and interpret results.

Nice To Haves

Experience leading end-to-end analytics consulting engagements, from problem framing and hypothesis development through recommendation, adoption, and impact measurement.
Advanced knowledge of people analytics methodologies, including regression analysis, hypothesis testing, predictive modeling, workforce planning, and survey analytics.
Experience presenting complex analytical findings and business recommendations to senior leaders and executive audiences in clear, non-technical language.
Experience working with enterprise HR data environments and systems such as SuccessFactors, Snowflake, or comparable HR technology and analytics platforms.

Responsibilities

Owns the enterprise or function relationship as the named contact for HR leadership and HRBPs, with deep context on strategy and workforce. Shapes demand by turning concerns into decision-tied questions and keeping a rolling roadmap that feeds the PA Consulting or PA Product intake queue. Champions governed self-service products through training and office hours, and triages, routes, and drives adoption while carrying the stakeholder voice back to product. Upskills and enables HRBPs to find, read, and act on governed products.
Leads approved studies end to end through pooled delivery, owning the analytical outcome and its relevance rather than every technical task. Moves each engagement from frame, to design and staffing, to analysis and recommendation, to decision, adoption, and evaluation, and converts it into an explicit decision and an owned action.
Opens every engagement with a named decision, sponsor, question, and hypotheses. Challenges low-value or poorly framed asks and redirects effort to the highest-impact question before analysis begins.
Treats an insight as triangulated evidence tied to a decision, not a familiar signal renamed. Delivers recommendations as feasible actions with a named owner, shaped and carried in partnership with HRBPs rather than handed off, and presents evidence, options, and trade-offs to executive audiences in plain language.
Remains accountable through adoption and closes every engagement with an explicit decision, an owned action, and measured impact, using that evidence to demonstrate and improve the value of the practice.
Routes each need to the proper channel, whether governed self-service, aligned coaching, support and data ownership, the product backlog, or a prioritized analytics engagement. Reserves consulting capacity for decision-oriented work and does not absorb permanent manual reporting or standing extracts.
Directs and quality-checks analytic work across the People Analytics environment, including Minerva on Snowflake and SuccessFactors, and is fluent enough in SQL, a modern analysis language such as Python or R, and visualization tools to scope an approach, challenge a method, and stand behind a result, without owning every technical task.
Is conversant across core methods, including regression, hypothesis and significance testing, predictive modeling such as attrition and flight-risk, survey design and analysis, and workforce planning and scenario modeling. Applies these across the people domains that matter most, including retention, engagement, performance, workforce planning, diversity, and organizational effectiveness, and brings enough method depth to challenge an approach and defend a conclusion.
Develops deep knowledge of the enterprise's business model, talent strategy, and workforce dynamics, and draws on external benchmarks for an outside-in perspective on workforce decisions.
Handles employee data with rigor and care, applying validation, privacy, and confidentiality standards and responsible-data practice at the point of analysis, in partnership with Data Governance and Data Quality. Uses AI and emerging analaytic tools to accelerate the work within Cargill's responsible-AI standards, and keeps human judgment accountable for every recommendation.