People Analytics Manager

Keeley Construction•St. Louis, MO

56d

About The Position

At Keeley Companies, we believe in empowering our people and fulfilling career aspirations. Keeley is a career destination with countless opportunities for advancement, and a world-class family culture that is centered around creating the best possible environment for our people to thrive. We are offering an exciting career opportunity for a People Analytics Manager interested in building a career with a People Operations team! The People Analytics Manager plays a critical role in advancing Keeley’s data-driven people strategy. This individual will design, build, and manage the analytics framework that powers insights across our People Operations function. Combining HR domain expertise with technical proficiency in data and reporting tools, this person will ensure our systems tell a cohesive story — supporting leadership in making informed, strategic decisions about our people, culture, and organizational health.

Requirements

Experience: 8+ years in HR analytics, business analytics, or people operations with a strong record of delivering data-driven insights.
Expertise with Google Workspace reporting suite (Sheets, Looker Studio, BigQuery)
Advanced Excel and data visualization skills
Experience with HRIS, ATS, and payroll systems (e.g., Paycor, UKG, Workday, etc.)
Analytical Acumen: Proven ability to translate complex data into clear, actionable insights.
Business Mindset: Strategic thinker who understands how people metrics connect to business outcomes.
Collaboration: Strong partnership and communication skills, able to work cross-functionally with HR, Finance, and Operations leaders.

Nice To Haves

Familiarity with SQL or data querying preferred

Responsibilities

Lead the development of a centralized people analytics strategy across HR, Talent Acquisition, Learning & Development, and Employee Experience.
Establish data governance standards, ensuring consistency, accuracy, and confidentiality of all people-related data.
Partner with IT and system owners to optimize integrations between HRIS, ATS, payroll, and engagement platforms.
Build and maintain dashboards using Google’s reporting tools (Looker Studio, Google Sheets, BigQuery) to visualize key metrics such as headcount, turnover, DEI representation, hiring funnel, performance outcomes, and engagement trends.
Translate raw data into actionable insights and compelling visuals for executives and department leaders.
Automate manual reporting processes to increase efficiency and reliability of data delivery.
Partner with People Operations and business leaders to identify high-impact questions and develop analytical models to answer them.
Conduct advanced analyses (predictive turnover modeling, compensation benchmarking, workforce planning).
Present findings in clear, strategic narratives to influence decisions around hiring, retention, and development.
Oversee the design and continuous improvement of reporting processes across multiple HR systems.
Identify opportunities to improve system utilization and data flow efficiency.
Train HR team members to better leverage data tools and interpret analytics.