People Analytics & Insights Specialist, Senior

Booz Allen Hamilton•McLean, VA

2d•$77,600 - $176,000•Remote

About The Position

Advance Booz Allen’s workforce and talent priorities by leading complex analyses that translate people and business questions into clear, evidence-based insights. Partner with People leaders, HR business partners, and business stakeholders to understand the decisions, opportunities, and challenges they are navigating, frame analytical questions, develop and test hypotheses, analyze workforce data, and communicate findings, implications, and recommendations in a clear and actionable way. Use governed people data from enterprise sources and analytics environments to identify trends, risks, opportunities, and potential drivers across the employee lifecycle, including hiring, retention, mobility, engagement, performance, skills, learning, employee experience, and workforce planning. Lead descriptive and diagnostic analyses, validate data quality, document assumptions and methods, and create concise analytical outputs, visualizations, and executive-ready materials. Turn governed people data into decision-ready insights. Leverage strong problem framing, hypothesis-driven analysis, sound interpretation of evidence, and the ability to communicate implications clearly to stakeholders across People, HR, business, and analytics audiences. Help improve analytical standards, strengthen metric definitions, and provide guidance to teammates on analytical approach, interpretation, and storytelling.

Requirements

5+ years of experience using data to analyze business, workforce, talent, operational, financial, product, organizational, or human capital questions
3+ years of experience translating ambiguous business or stakeholder questions into analytical approaches, including defining the problem, identifying relevant data, developing hypotheses, selecting methods, and communicating findings
Experience leading analytical workstreams from problem definition through analysis, synthesis, and stakeholder-ready recommendations
Experience using SQL to analyze data from enterprise systems, data warehouses, data lakes, or analytics environments
Experience conducting analysis in shared analytics environments, data warehouses, data lakes, lakehouses, or cloud analytics platforms
Experience using Excel to conduct analysis, validate data, reconcile discrepancies, build models, or create stakeholder-ready outputs
Experience creating analytical outputs, visualizations, dashboards, or decision-support materials using tools such as Power BI, PowerPoint, or Excel
Knowledge of statistical and analytical methods, including distributions, outliers, correlation, sampling, variance, hypothesis testing, cohort analysis, segmentation, and regression or driver analysis
Ability to communicate complex analytical findings, implications, caveats, and recommendations clearly to non-technical and senior audiences through written summaries, slides, and verbal briefings
Ability to work with sensitive or confidential data with attention to detail, sound judgment, and awareness of privacy, governance, and responsible data use
Bachelor’s degree
U.S. citizenship is required

Nice To Haves

Experience with people analytics, HR analytics, talent intelligence, workforce planning, recruiting analytics, employee listening, compensation analytics, organizational effectiveness, or related workforce topics
Experience analyzing HR, workforce, or enterprise system data from Workday or similar platforms
Experience accessing, analyzing, or preparing data in Databricks or similar data lake, lakehouse, or cloud analytics platforms
Experience using Python, R, or other analytical tools for data manipulation, analysis, automation, statistical modeling, or reproducible analytics
Experience with Power BI, including dashboard development, metric design, data visualization, or self-service analytics enablement
Experience analyzing survey data, employee listening data, text data, or qualitative workforce data
Experience integrating people data with business, financial, operational, labor market, or organizational data to generate broader workforce insights
Knowledge of employee lifecycle metrics, including headcount, hiring funnel, time to fill, internal mobility, promotion, attrition, engagement, performance, skills, learning, employee experience, or representation
Knowledge of data strategy, data governance, metric definitions, data quality, privacy principles, bias mitigation, or responsible use of employee data
Ability to operate in an agile and iterative environment, manage multiple analytical priorities, and make progress through ambiguity
Possession of strong presentation skills for conveying complex information to non-technical and executive audiences

Responsibilities

Lead complex analyses that translate people and business questions into clear, evidence-based insights.
Partner with People leaders, HR business partners, and business stakeholders to understand decisions, opportunities, and challenges.
Frame analytical questions, develop and test hypotheses, and analyze workforce data.
Communicate findings, implications, and recommendations in a clear and actionable way.
Identify trends, risks, opportunities, and potential drivers across the employee lifecycle using governed people data.
Lead descriptive and diagnostic analyses.
Validate data quality, document assumptions and methods.
Create concise analytical outputs, visualizations, and executive-ready materials.
Improve analytical standards, strengthen metric definitions, and provide guidance to teammates.
Provide analytical guidance to peers, review methods or outputs, and help improve standards for problem framing, documentation, and storytelling.