People Analytics & Insights Analyst

Unifi•Atlanta, GA

About The Position

The People Analytics & Insights Analyst is an early-career role within Human Resources, designed for a recent four-year college graduate. Working closely with the VP, Talent Management, the analyst prepares and validates workforce data, tracks and analyzes attrition and other workforce trends, builds reports and dashboards, contributes to board and executive presentations, and supports employee listening across the enterprise. The role emphasizes analytical aptitude, technical curiosity, attention to detail, learning agility, reliable execution, and relationship skills. Prior full-time HR experience is not required. The analyst develops capability in people analytics methods, workforce data, reporting tools, and data quality. Responsibilities include gathering, cleaning, validating, and documenting people data; maintaining organizational hierarchy and leader-mapping information; producing recurring and ad hoc workforce analyses; analyzing attrition and employee listening data; and communicating practical, business-relevant insights. The role also partners with HR colleagues, HR Technology, the Automation team, and other internal partners to troubleshoot data issues, improve reporting, and reduce manual work. Onboarding priorities progress from learning Unifi’s HR organization, data structures, metrics, tools, and reporting routines in the first 30 days, to contributing to validation and recurring reporting with guidance by 60 days, and independently managing assigned reporting, analytics, and data-quality work by 180 days. The position is based in Atlanta, Georgia. The posting lists the role as exempt.

Requirements

Bachelor's degree from an accredited four-year college or university in Data Analytics, Business Analytics, Statistics, Industrial/Organizational Psychology, Economics, Human Resources, Information Systems, or a related field.
No prior full-time professional HR experience is required; relevant internships, co-op assignments, university projects, or applied coursework are valued.
Strong analytical aptitude and comfort working with data, spreadsheets, and structured information.
Working knowledge of Microsoft Excel, including formulas, lookups, pivot tables, and data validation.
Working knowledge of Microsoft PowerPoint and ability to build clear, well-structured slides summarizing data and findings.
Strong attention to detail and commitment to data accuracy and confidentiality.
Strong problem-solving skills, intellectual curiosity, learning agility, and willingness to learn new systems and tools.
Clear written and verbal communication skills, including ability to explain analytical or technical information in straightforward business language.
Strong interpersonal skills and ability to build productive relationships across HR, business, technical, and vendor partners.
Ability to organize work, manage recurring deadlines, and follow through on multiple priorities.

Nice To Haves

Internship, co-op, coursework, or project experience involving people analytics, data analytics, business analytics, statistics, survey research, or related work.
Exposure to HRIS/HCM data or employee survey platforms.
Exposure to Power BI, Tableau, or another data-visualization tool.
Exposure to SQL, Python, R, or other tools for working with structured data.
Experience presenting analytical findings or building presentations through academic, internship, or project work.

Responsibilities

Gather, clean, and validate people data from HR systems, surveys, and other sources for analysis and reporting.
Conduct recurring employee-data quality checks and resolve or escalate discrepancies.
Learn the HR data environment, metric definitions, and analytics tools, and document data sources, logic, and controls.
Support the VP, Talent Management with recurring and ad hoc workforce analysis, including headcount, hiring, retention, and internal movement.
Track and report voluntary and involuntary attrition across the enterprise by location, role, tenure, and leader.
Analyze attrition drivers using exit survey, tenure, and workforce data to inform retention strategies.
Support analysis of engagement, new-hire, and exit survey data.
Identify trends, patterns, drivers, and areas requiring further review through analysis.
Build reports, dashboards, scorecards, and visualizations that communicate clear observations and business-relevant insights.
Help prepare presentations for board, executive leadership, and HR leadership that clearly communicate people-data findings.
Maintain accurate organizational hierarchy and leader-mapping data for reporting and analysis.
Produce recurring workforce, attrition, and employee-listening reports and analytics.
Partner with the Automation team and internal partners to automate recurring reporting, reduce manual work, and improve data accuracy.
Take ownership of assigned work and follow issues through resolution.
Communicate risks, issues, findings, and next steps clearly and proactively.
Partner with HRBPs and HR colleagues to understand their questions and provide responsive data and insights.
Coordinate with HR Technology and internal partners to troubleshoot or escalate data and system issues.
Manage assigned reporting, data-quality, and analytics deliverables independently as capability develops.
Document data sources and standard work, and identify opportunities to simplify or automate recurring reporting.