Sr. Analyst, People Analytics & Insights

CSL•Boca Raton, FL

About The Position

The Senior Analyst, People Analytics & Insights is a senior individual contributor within the People Analytics & Insights team, responsible for leading the design and delivery of complex workforce analyses, strategic insights, and scalable data solutions that shape HR and business decision-making. This role goes beyond reporting, it owns the narrative behind the numbers and drives the analytical agenda across key talent, workforce, and engagement domains. The role supports the People Analytics & Insights Manager and works closely with the Talent, Workforce Engagement, Listening, and Enterprise Planning teams to produce accurate data, meaningful analysis, and actionable insights aligned to organizational priorities.

Requirements

5–8 years of experience in data analytics, people analytics, HR reporting, or a related analytical discipline, with a demonstrated track record of delivering insight-led work in a complex organizational environment.
Degree‑level education or equivalent in Data Analytics, Business, Human Resources, Economics, Statistics, or a related discipline.
Advanced proficiency in BI tools (e.g. Power BI, Tableau) and Excel; strong working knowledge of SQL; working proficiency in Python or R.
Comfortable using AI tools to enhance analytical productivity and output quality.
Proven ability to move from raw data to structured insight, selecting appropriate methods, stress-testing outputs, and presenting findings with confidence and nuance.
Solid exposure to HR data platforms (e.g. Workday, SAP SuccessFactors) and understanding of how people data is structured, sourced, and governed.
Able to engage credibly with senior HR and business stakeholders, translating complex findings into clear recommendations.
Genuinely interested in what the data reveals, not just what was asked. Comfortable challenging a brief, reframing the question, and following a thread when something doesn't add up.
Works independently on complex or ambiguous problems, manages competing priorities, and knows when to escalate versus resolve.

Nice To Haves

Demonstrated experience in workforce planning, talent analytics, engagement analysis, or organizational effectiveness — ideally across more than one domain.
Exposure to regression modelling, clustering, attrition prediction, or other statistical or machine learning techniques applied to workforce data.
Experience working with multi-country datasets, including navigating data privacy considerations across jurisdictions (e.g. GDPR).
Background in a consulting environment or experience leading analytics workstreams with defined deliverables and stakeholder accountability.

Responsibilities

Analyze workforce, talent, and engagement data to identify trends, patterns, and insights related to workforce composition, capability, movement, and experience.
Produce and maintain standard and ad‑hoc reports, dashboards, and metrics to support talent, workforce, and engagement decision‑making.
Ensure accuracy, consistency, and reliability of data across people systems, reports, and analysis outputs.
Translate data into clear insights and observations, supporting the People Analytics Manager in developing narratives and recommendations.
Provide analytical support to workforce planning, listening, and enterprise demand planning activities, including data preparation and analysis.
Support internal and external benchmarking, trend monitoring, and comparative analysis where required.
Work with HR systems and data owners to support data extraction, validation, and reporting processes.
Identify opportunities to improve data, reporting, and analytics processes to increase efficiency, consistency, and insight quality.