Sr. People Analytics Analyst

AeroVironment•Simi Valley, CA

1d•$111,000 - $188,500

About The Position

The Senior People Analytics Analyst is a senior individual contributor on the Workday HRIS team, providing analytical expertise and reporting solutions. The role partners with P&C functional leaders—including Total Rewards, Talent Acquisition, and P&C Operations—as well as Finance and other stakeholders, to understand the People Analytics roadmap and develop scalable, maintainable solutions using Workday reporting capabilities such as Advanced, Matrix, Trending, and Composite Reports, Dashboards, and Discovery boards. The analyst provides insights into workforce trends, organizational health, talent outcomes, and business performance; leads assigned reporting initiatives within the HRIS roadmap; and works with the HRIS Manager and business teams to use Workday reporting capabilities, Reporting Agents, Hubs, and configurations aligned with business needs. The role integrates data from multiple sources and applies analytical techniques ranging from basic aggregation to complex statistical analysis. It translates data into meaningful insights, develops visualizations and presentations, and communicates findings to support decision-making. The analyst also develops best-practice resources and guides for Workday reporting adoption, documents standard workflows, advises on functionality and best practices, supports change management, and helps teams adopt reporting processes and solutions. The role mentors HRIS team members and advises on complex reporting issues to promote accuracy, consistency, and adherence to standards. This position supports reporting and analytics across HR areas including recruiting, compensation, benefits, learning, talent, workforce planning, and organizational capability. It partners with stakeholders and leaders to define business problems, improve data integrity, establish KPI and metric definitions, and present workforce insights and recommendations. The role participates in the planning, development, testing, deployment, and change management of analytics projects, while maintaining data privacy, access, security, change-control, reporting-governance, and compliance requirements.

Requirements

Bachelor’s degree in business, IT/MIS, Data Science, Statistics, Math, or a related field, or at least 4 years of professional experience in lieu of a degree.
At least 5 years of experience, including at least 3 years in People/HR data analytics and reporting.
In-depth knowledge of People/HR reporting and data, including HR, compensation, recruiting, benefits, learning, and talent.
In-depth experience building and maintaining advanced Workday HCM reports and dashboards, including advanced calculated fields.
Experience integrating with a data warehouse or data lake and consolidating data from multiple sources.
Experience and familiarity with statistical analysis and data visualization tools such as Power BI or Tableau.
Strong proficiency in Microsoft Office Suite, including Word, PowerPoint, and Excel.
Proven ability to build and maintain effective relationships with HR, IT, and business leaders in a global, cross-functional environment.
Ability to sit, stand, stoop, reach, lift up to 10 lbs., bend, and perform computer-related hand and wrist movements.
Must meet the stated ITAR/EAR eligibility requirements: qualify as a U.S. person or be eligible for an export license; some positions may require current U.S. citizenship due to contract requirements.

Nice To Haves

Experience with Workday Prism Analytics, People Analytics, Discovery Boards, or related Workday analytical capabilities.
Experience with Power BI, Tableau, or another business intelligence platform.
Experience with SQL or other data-querying tools.
Experience integrating HR data with Finance, recruiting, compensation, or other enterprise datasets.
Experience developing workforce dashboards for executive leadership.
Experience supporting workforce planning or predictive workforce analytics.
Experience in a complex, matrixed, high-growth, manufacturing, technology, aerospace, or defense environment.
Ability to travel minimally to sites/programs and special functions.

Responsibilities

Own day-to-day reporting deliverables and operational support for report requests, inquiries, and tickets; produce standard and customized monthly, quarterly, and annual People reports using primarily Workday and Power BI.
Develop and enhance Workday HCM dashboards; facilitate the definition and development of business and predictive KPIs and metrics across People/HR; recommend effective tools for delivering them.
Partner with internal stakeholders to define business problems, analyze data, and present insights and dashboards that support people-related decisions and meaningful recommendations for leadership.
Analyze and interpret data using methods ranging from basic aggregation to complex statistical analysis.
Summarize findings for executives, business leaders, hiring managers, and People/HR team members; build clear data narratives and create compelling visualizations and presentations.
Analyze end-to-end processes and data from multiple sources to identify inconsistencies, recommend improvements, and work with HRIS and business teams to improve data integrity and KPI/metrics reporting.
Translate workforce trends into executive-ready narratives and presentations that explain context, key drivers, and potential actions; establish consistent standards for presenting and communicating People data.
Participate in and lead analytics projects, including planning and scoping, requirements and specifications, prototyping and playback, testing, deployment, communications, and training.
Stay current with industry research and leading practices in People/HR analytics; participate in Workday Community and other forums; identify opportunities to evolve the people analytics roadmap.
Provide reporting and analytics training and guidance to end users.
Adhere to data privacy, access, security, system change-control, reporting-governance, and compliance requirements.
Partner with HR Business Partners to identify workforce trends and provide analytical support for business discussions.
Collaborate with Talent Acquisition on recruiting metrics, time-to-fill, hiring trends, candidate pipelines, and workforce demand.
Partner with Total Rewards on compensation, pay equity, market competitiveness, incentive, and benefits analytics.
Collaborate with Talent Management on performance, succession, career movement, and organizational capability analytics.
Partner with Finance on workforce planning, headcount reconciliation, forecasting, and related workforce metrics.
Partner with HRIS to ensure appropriate security, data access, and reporting governance.
Support testing and validation of Workday releases and system changes that affect workforce reporting and analytics.
Ensure reporting activities and initiatives align with company objectives, P&C strategies, and compliance requirements.
Perform other duties as assigned by Total Rewards leadership.