Principal Associate - People Analytics

Job Description: Principal Associate (E3) – People Analytics Lead
Role Overview
The People Analytics function is undergoing a paradigm shift. We are moving away from traditional, rearview-mirror HR reporting and stepping into the future of predictive, AI-augmented talent intelligence.
As the Principal Associate (E3) – People Analytics Lead, you will not just manage data; you will architect the ecosystem that drives our workforce strategy. This role sits at the intersection of Human Resources, Data Engineering, and Artificial Intelligence. You will leverage advanced data modeling, process automation, and Generative AI (LLMs like ChatGPT, Claude, etc.) to transform raw HR data into automated, actionable, and scalable insights.
Core Responsibilities
1. AI Transformation & Innovation
GenAI Integration: Reimagine legacy HR workflows by integrating LLMs (e.g., ChatGPT, Claude) to automate text analysis, summarize employee feedback, and build intelligent query interfaces for HR business partners.
Forward-Looking and Integrated Analytics: Move the organization from descriptive metrics to predictive capabilities (e.g., attrition modeling, talent acquisition forecasting, skill-gap analysis). Look at dashboard reporting optimisations and create narrative capabilities with integrated dashboards.
2. Data Engineering & Modeling
Data Architecture Alignment: Partner with enterprise data teams to understand our HRIS architecture (e.g., Workday, SuccessFactors), ensuring clean, reliable data pipelines.
Advanced Modeling: Write optimized SQL queries and develop Python scripts to extract, transform, and load (ETL) complex workforce datasets from disparate sources.
Infrastructure Design: Build robust data models that serve as the "single source of truth" for all people-related metrics.
3. Analytics, Visualization & Storytelling
Power BI Engineering: Design, build, and maintain high-impact, interactive Power BI dashboards with sophisticated DAX logic.
Insight Interpretation: Translate complex statistical outputs into simple, compelling narratives for executive leadership, turning raw numbers into strategic business decisions.
4. Process Automation
Efficiency Optimization: Identify manual, repetitive reporting processes within HR and eliminate them using Python automation, low-code tools, or API integrations.
Scalable Solutions: Build self-service analytics tools that empower HR leaders to access insights instantly without manual intervention.
Key Skills & Qualifications
Technical Expertise
Coding & Databases: High proficiency in SQL (complex joins, CTEs, window functions) and Python (pandas, numpy, scikit-learn, or similar libraries for data manipulation and automation).
Business Intelligence: Advanced expertise in Power BI (dashboard design, data gateway management, and DAX).
AI Literacy: Demonstrated experience leveraging Generative AI tools/APIs (OpenAI, Anthropic) for data extraction, code generation, or natural language processing (NLP).
HRIS Architecture: Strong conceptual understanding of how HR information systems are structured, integrated, and scaled.
Professional Competencies
Data Interpretation: Ability to look beyond the dashboard to identify systemic workforce trends, risks, and opportunities.
Stakeholder Management: Excellent communication skills to bridge the gap between highly technical data engineering teams and non-technical HR business partners.
Problem-Solving Mindset: An experimental, curious approach to solving ambiguous workforce challenges using technology.