Principal People Data Analyst

PTC•Boston, MA

2d•$120,000 - $165,000•Hybrid

About The Position

Our world is transforming, and PTC is leading the way. Our software brings the physical and digital worlds together, enabling companies to improve operations, create better products, and empower people in all aspects of their business. Our people make all the difference in our success. Today, we are a global team of nearly 7,000 and our main objective is to create opportunities for our team members to explore, learn, and grow – all while seeing their ideas come to life and celebrating the differences that make us who we are and the work we do possible. We are seeking a highly experienced Principal People Data Analytics Analyst to lead advanced people analytics and workforce insights, with Workday serving as the backbone of our people data ecosystem. This role will be responsible for turning Workday data into strategic insights that inform workforce planning, talent management, organizational effectiveness, employee retention, compensation, and broader People strategy. In this role, you will partner closely with the People Leadership Team, HR Technology, Finance, business leaders, and other stakeholders to ensure that Workday data is trusted, well-governed, accessible, and translated into meaningful business intelligence. The ideal candidate combines deep expertise in People Analytics and Workday data with strong analytical, technical, and consulting capabilities. This individual will operate as a subject-matter expert, establish analytical standards and best practices, and serve as a strategic advisor to senior leaders.

Requirements

Bachelor's degree in Statistics, Mathematics, Economics, Data Science, Business Analytics, Human Resources, Computer Science, or a related field; advanced degree preferred.
8+ years of experience in People Analytics, HR Analytics, Workforce Analytics, Business Intelligence, Data Analytics, or a related field.
Deep experience working with Workday as a primary source of people data, including strong understanding of its data model, reporting capabilities, business processes, and organizational structures.
Advanced SQL skills and experience working with complex enterprise datasets.
Strong understanding of workforce metrics, HR processes, and the employee lifecycle.
Experience translating Workday data into executive dashboards, analytical models, and strategic insights.
Experience with Workday reporting technologies such as Report Writer, calculated fields, dashboards, and/or advanced reporting capabilities.
Experience working with downstream data warehouses, BI platforms, or enterprise data environments connected to Workday.
Strong statistical, analytical, and problem-solving skills.
Demonstrated ability to communicate complex findings to executive and non-technical audiences.
Strong business acumen and demonstrated ability to influence senior stakeholders.
High degree of discretion and understanding of employee data privacy, confidentiality, and governance.

Nice To Haves

Workday certification or significant hands-on Workday reporting experience.
Experience with Workday Prism Analytics or other Workday analytics capabilities.
Experience with Workday integrations and downstream data pipelines.
Experience integrating Workday data with Finance, Finance Planning, Recruiting, Talent, Compensation, or other enterprise systems.
Experience with predictive workforce analytics, attrition modeling, workforce planning, or organizational network analysis.
Experience with Python, R, or other statistical programming languages.
Experience establishing enterprise People Analytics data governance and metric frameworks.
Experience in a complex, global, or rapidly scaling organization.

Responsibilities

Serve as a subject-matter expert for Workday people data, including the underlying data structures, business processes, organizational hierarchies, worker data, job and position data, compensation, recruiting, talent, and other adjacent technologies.
Use Workday as the primary source and foundation for enterprise people analytics, ensuring that workforce insights are grounded in consistent and trusted data.
Develop and maintain sophisticated analytical datasets, metrics, dashboards, and reporting solutions leveraging Workday data.
Partner with HR Technology and HRIS teams to understand and optimize Workday configuration, data structures, integrations, and reporting capabilities.
Identify opportunities to improve Workday data quality, consistency, completeness, and usability for analytics.
Establish standardized definitions and methodologies for critical workforce metrics, using Workday as the system of record wherever appropriate.
Evaluate data flows between Workday and downstream data warehouses, business intelligence platforms, and other enterprise systems.
Lead high-impact analytics initiatives addressing complex workforce and business questions.
Analyze workforce data to identify trends, drivers, risks, and opportunities across the employee lifecycle.
Develop predictive and advanced analytics to support workforce planning, retention, talent management, organizational effectiveness, and employee experience.
Connect people metrics to business outcomes to help leaders understand the organizational implications of workforce trends.
Develop executive-level dashboards and data solutions that provide clear, actionable visibility into the workforce.
Translate complex analytical findings into compelling recommendations for senior People leaders and executives.
Serve as a trusted analytics advisor to senior People leaders, HR Business Partners, Finance, and business executives.
Partner with HR Technology, HRIS, Compensation, Talent, Recruiting, Finance, and other teams to develop integrated workforce insights.
Proactively identify important workforce trends and analytical opportunities rather than relying solely on reporting requests.
Influence strategic decisions through data-driven recommendations and clear executive storytelling.
Lead analytical projects from problem definition through analysis, recommendation, and implementation.
Help establish and maintain a trusted People data foundation centered on Workday.
Define and document enterprise people metrics, data definitions, calculation methodologies, and reporting standards.
Partner with HR Technology and Data teams to establish appropriate data governance, lineage, quality controls, and access practices.
Identify gaps between Workday data and other enterprise data sources and develop approaches for reconciling and integrating information.
Promote responsible use of employee data, including appropriate privacy, confidentiality, security, and access controls.
Help shape the evolution of the People Analytics data architecture and technology roadmap.
Use advanced SQL and analytical techniques to investigate complex workforce questions and develop scalable solutions.
Leverage Workday reporting and analytics capabilities, including Workday Report Writer, calculated fields, composite reports, dashboards, and other relevant Workday reporting technologies.
Where appropriate, use Python, R, or other analytical tools for advanced statistical analysis and modeling.
Develop visualizations and analytical products using tools such as Visier, Tableau, Power BI, Looker, or similar platforms.
Evaluate opportunities to use predictive analytics, machine learning, experimentation, and other advanced methodologies to improve workforce decision-making.
Mentor analysts and provide analytical and technical guidance across the People Analytics organization.