People Analytics & Insights Analyst

Western Digital•San Jose, CA

1d•$140,300 - $187,000•Onsite

About The Position

The People Data Analyst IV is a senior analytics professional who turns workforce data into actionable insights that inform talent and organizational decisions. Working with HR leaders and business stakeholders, this role identifies workforce challenges, translates business questions into analytics solutions, and delivers recommendations that support workforce outcomes, operational effectiveness, and business performance. Its primary focus is descriptive analytics, workforce reporting, and dashboard development—explaining what has changed, where trends differ across the organization, and which findings require leadership attention. The role combines hands-on analysis with stakeholder partnership to make workforce information accurate, accessible, and useful in day-to-day and strategic decisions. The position designs and maintains workforce dashboards, scorecards, and reports; develops and validates Workday reporting; analyzes workforce metrics; and communicates findings through clear narratives and executive-ready presentations. It also supports workforce data quality, privacy, reporting improvements, and end-to-end analytics project delivery. The role is based at WD’s San Jose Great Oaks Headquarters.

Requirements

At least 7 years of experience in People Analytics, Workforce Analytics, Human Resources, Business Intelligence, or a related analytical field.
Demonstrated experience translating workforce data into actionable insights through descriptive analytics, dashboards, and reporting.
Ability to define workforce metrics, analyze trends and variances, and explain findings and limitations to nontechnical audiences.
Experience with data visualization tools such as Tableau or Power BI, and data preparation tools such as Alteryx or similar platforms.
Strong SQL skills and hands-on experience with Oracle and Snowflake, including querying, combining, and validating data for reporting and analysis.
Hands-on Workday reporting experience, including creating and maintaining custom reports, using calculated fields, and validating workforce data; understanding of Workday data sources, business objects, and reporting security.
Strong communication and stakeholder management skills, including presenting insights and recommendations to HR and business leaders.
Strong business acumen and understanding of workforce metrics, organizational priorities, and return-on-investment considerations.
Proven ability to lead analytics projects and manage multiple concurrent initiatives.
Experience handling highly confidential and sensitive information with discretion.
Strong organizational skills, attention to detail, and commitment to data accuracy.
Ability to adapt to changing priorities and work effectively in a fast-paced, evolving environment.

Nice To Haves

Bachelor’s or master’s degree in Analytics, Business, Human Resources, Organizational Management, Statistics, or a related field.
Experience applying analytics to workforce and business challenges.
Knowledge of survey analytics, workforce measurement, and employee listening programs.
Familiarity with statistical methods and quantitative analysis.
Interest in developing expertise in advanced analytics and workforce planning.

Responsibilities

Build trusted relationships with HR leaders and business stakeholders to understand workforce priorities and identify analytics opportunities.
Translate business questions into defined analytics projects, reporting requirements, and measurable outcomes aligned with talent and organizational strategies.
Clarify the audience, decisions to be supported, scope, definitions, and delivery timelines before beginning analysis.
Communicate findings through data storytelling, practical recommendations, and executive-ready presentations tied to business priorities.
Design, develop, and maintain dashboards, scorecards, and recurring and ad hoc reports for HR and business leaders.
Develop and maintain Workday reports; validate outputs, troubleshoot discrepancies, and partner with HR Technology on appropriate data access.
Analyze headcount, hiring, retention, turnover, internal mobility, representation, and organizational health across business units, functions, locations, and employee groups.
Use descriptive methods, including trend analysis, segmentation, period-over-period comparisons, and variance analysis, to explain workforce changes and highlight risks and opportunities.
Turn analysis into concise narratives explaining what happened, where changes are concentrated, why findings matter, and what leaders should consider next.
Investigate unusual patterns and reporting variances with stakeholders, distinguish confirmed findings from hypotheses, and explain data limitations.
Prepare leadership reporting packages highlighting key metrics, material changes, and follow-up questions.
Improve report usability through clear visualizations, consistent definitions, and relevant filters; guide stakeholders in interpreting results and using self-service analytics.
Validate and reconcile workforce data and reporting outputs, investigate discrepancies, and work with data owners to resolve quality issues.
Document metric definitions, calculation logic, data sources, assumptions, and refresh schedules to support consistent interpretation and repeatable reporting.
Evaluate new workforce data sources and recommend improvements to reporting processes, metrics, and measurement frameworks.
Protect sensitive employee information and follow applicable data privacy, security, and confidentiality requirements.
Apply relevant People Analytics research, benchmarks, and best practices to improve reporting and insight generation.
Lead analytics initiatives from problem definition and requirements gathering through delivery, stakeholder adoption, and outcome measurement.
Manage multiple projects, balancing stakeholder priorities, dependencies, and delivery timelines.
Partner with HR, technology, and data teams to validate requirements, test reporting outputs, and support implementation.
Measure delivery quality, report usage, stakeholder adoption, and reporting efficiency to assess outcomes and identify improvements.

Benefits

Paid vacation time
Paid sick leave
Medical, dental, and vision insurance
Life, accident, and disability insurance
Tax-advantaged flexible spending and health savings accounts
Employee assistance program
Supplemental life and AD&D, legal plan, pet insurance, critical illness, accident, and hospital indemnity programs
Tuition reimbursement
Transit benefits
Applause Program
Employee stock purchase plan
WD Savings 401(k) Plan
Potential eligibility for short-term incentive or sales incentive awards based on company and individual performance
Potential eligibility for the annual long-term incentive program, which may include restricted stock units or cash equivalents