Senior Workday People Analytics Analyst

Penn Mutual•Philadelphia, PA

2d•$125,000 - $140,000•Hybrid

About The Position

The Senior Workday People Analytics Analyst serves as a key analytics and reporting partner within HR, transforming Workday data into actionable insights that support workforce planning, talent strategy, operational effectiveness, and data-driven decision-making. This role designs, builds, and maintains Workday reports, dashboards, scorecards, and analytics solutions while partnering closely with HR, Talent Acquisition, Total Rewards, HRIS, IT, and business leaders to define metrics, improve reporting processes, strengthen data governance, and enhance the employee data experience. We’ve embraced a flexible, hybrid approach to work. Based on your role and personal preference, we empower you to choose where you work best. This model allows you to balance your life and bring your whole self to work.

Requirements

Advanced proficiency in Workday reporting and People Analytics capabilities, including Report Writer, Advanced Reports, Matrix Reports, Composite Reports, calculated fields, dashboards, Discovery Boards, and Workday Prism Analytics where applicable.
Strong understanding of Workday HCM data structures, security implications, business processes, and cross-functional HR data relationships.
Ability to evaluate complex reporting needs, identify root causes of data issues, and develop practical analytics solutions that support business priorities.
Excellent verbal and written communication skills, with the ability to translate technical reporting concepts and workforce data into clear insights for business audiences.
Excellent organizational skills and attention to detail.
Excellent time management skills with a proven ability to meet deadlines.
Strong analytical, critical thinking, data storytelling, and problem-solving skills.
Proficient with Microsoft Excel and Microsoft Office Suite; experience with Power BI, Tableau, or similar visualization tools preferred.
Experience managing multiple high-priority tasks, adjusting to shifting priorities, providing quick turnaround, and meeting deadlines.
Bachelor’s degree in Human Resources, People Analytics, Data Analytics, Business Analytics, Information Systems, Business Administration, or a related field preferred.
5–7 years of experience in People Analytics, HR reporting, workforce analytics, or Workday reporting required.
Experience translating workforce data into actionable insights, dashboards, scorecards, recurring reporting packages, and executive-ready analytics deliverables required.
Hands-on experience with Workday reporting and People Analytics capabilities required, including Advanced Reports, Matrix Reports, Composite Reports, calculated fields, dashboards, Discovery Boards, data validation, metric definitions, and workforce trend analysis.

Nice To Haves

Experience with Power BI, Tableau, or similar visualization tools.
Workday Reporting, Workday HCM, People Analytics, HR Analytics, or data visualization certification preferred.

Responsibilities

Design, build, test, and maintain advanced Workday reports, dashboards, scorecards, and analytics solutions that provide leaders with timely insight into headcount, turnover, recruiting, talent, compensation, benefits, employee movement, and other workforce metrics.
Partner with HR stakeholders, business leaders, HRIS, IT, and functional workstream owners to gather reporting requirements, define success metrics, translate business questions into analytics solutions, and deliver insights that support strategic and operational decisions.
Serve as a subject matter expert for Workday reporting and People Analytics, including Advanced, Matrix, and Composite reports, calculated fields, dashboards, Discovery Boards, and related reporting capabilities.
Conduct deep-dive analyses to identify workforce trends, risks, patterns, and opportunities across the employee lifecycle, including recruiting, onboarding, mobility, retention, performance, engagement, and workforce composition.
Develop and maintain reporting documentation, metric definitions, data dictionaries, process guides, report inventories, and training materials to promote consistent interpretation and self-service use of HR data.
Support data extraction, validation, transformation, and reconciliation activities to ensure reporting accuracy and alignment across Workday and downstream systems.
Partner with technical teams to support Workday Prism Analytics, integrations, data sources, and downstream reporting outputs where applicable.
Perform report testing, regression validation, user acceptance support, and quality assurance for new or enhanced analytics solutions.
Participate in analytics, HRIS, and People Technology initiatives by contributing to project planning, status updates, risk identification, issue resolution, testing, deployment readiness, and stakeholder communications.
Serve as a trusted advisor on Workday reporting capabilities, data structures, business process impacts, and analytics best practices to improve decision quality and user experience.
Monitor reporting effectiveness, evaluate enhancement requests, identify opportunities to automate manual reporting, and recommend scalable solutions that improve efficiency and consistency.
Lead HR data integrity efforts by developing data standards, performing audits, validating key workforce metrics, and supporting compliance with data privacy and regulatory requirements.
Support Workday releases by researching new reporting and analytics functionality, assessing impacts, coordinating testing, implementing approved changes, and communicating changes to report users.
Create and manage executive-ready dashboards, recurring analytics packages, and ad hoc analyses that provide insight into workforce trends and support data-driven decision-making.
Provide reporting consultation and user support to HR partners, business leaders, and other stakeholders by answering questions related to metrics, report logic, data sources, and Workday reporting processes.
Execute recurring audits and validation activities to support compliance, reporting accuracy, data quality, and confidence in HR analytics outputs.
Assist with maintaining reporting security, role-based access, and appropriate use of sensitive employee data in partnership with HRIS, IT, and compliance stakeholders.
Promote analytics enablement by training users, encouraging self-service reporting where appropriate, and helping stakeholders interpret data in a clear, accurate, and actionable way.