People Analytics & Insights Specialist

Booz Allen Hamilton•McLean, VA

1d•Remote

About The Position

Advance Booz Allen’s workforce and talent priorities by translating complex 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. 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, and workforce planning. Conduct descriptive and diagnostic analyses, validate data quality, document assumptions and methods, and create concise analytical outputs, visualizations, and executive-ready materials. This role is focused on turning governed people data into decision-ready insights. Success requires 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. Due to the nature of work performed within this facility, U.S. citizenship is required. Join us. The world can't wait.

Requirements

2+ years of experience using data to analyze business, workforce, talent, operational, financial, product, or organizational questions.
1+ years of experience translating ambiguous business or stakeholder questions into analytical approaches, including defining the problem, identifying relevant data, developing hypotheses, selecting a method, and communicating findings.
Experience using SQL or similar methods to analyze data from enterprise systems, data warehouses, data lakes, or analytics environments.
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 concepts, including distributions, outliers, correlation, sampling, variance, and hypothesis testing.
Ability to communicate analytical findings clearly to non-technical audiences through written summaries, slides, and verbal briefings.
Ability to work with sensitive or confidential data with attention to detail and sound judgment.
Bachelor's degree.
U.S. citizenship is required due to the nature of the work performed within this facility.

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.
Experience accessing, analyzing, or preparing data in shared analytics environments, including Databricks or data lake, lakehouse, or cloud analytics platforms.
Experience using analytical tools such as Python or R for data manipulation, analysis, automation, or statistical modeling.
Experience with business intelligence such as Power BI and data visualization tools.
Experience analyzing survey data, employee listening data, text data, or qualitative workforce data.
Knowledge of employee lifecycle metrics, including headcount, hiring funnel, time to fill, internal mobility, promotion, attrition, engagement, performance, skills, learning, or employee experience.
Knowledge of data strategy, data governance, metric definitions, data quality, privacy principles, or responsible use of employee data.
Ability to take initiative, operate in an agile and iterative environment, and manage multiple analytical priorities.
Possession of strong presentation skills for conveying complex information to non-technical audiences.

Responsibilities

Translate complex 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 clearly and actionably.
Use governed people data to identify trends, risks, opportunities, and potential drivers across the employee lifecycle (hiring, retention, mobility, engagement, performance, skills, learning, workforce planning).
Conduct descriptive and diagnostic analyses.
Validate data quality.
Document assumptions and methods.
Create concise analytical outputs, visualizations, and executive-ready materials.