People Systems and Analytics Lead

As the People Systems and Analytics Lead at b_labs, you will manage HR systems, oversee data accuracy, and automate HR processes from onboarding to payroll. Your role will also involve analyzing workforce data to identify trends, developing metrics dashboards, and ensuring compliance with data privacy regulations—ultimately supporting HR strategies and business goals.

To qualify for the People Systems and Analytics Lead position at b_labs, candidates should have a Bachelor’s degree in Human Resources, Data Science, or Business. Additionally, 5+ years of relevant experience in HRIS management or people analytics is a must. Proficiency with HRIS platforms, strong analytical skills, and excellent communication skills will also significantly benefit applicants.

In your role as a People Systems and Analytics Lead at b_labs, you will work with various HRIS platforms, including Zoho, SAP SuccessFactors, and BambooHR. Your responsibilities will encompass administering these systems, managing configurations, ensuring user adoption, and optimizing their performance to meet organizational needs.

Success as a People Systems and Analytics Lead at b_labs requires strong analytical skills, proficiency in data analysis tools like SQL, Python, and visualization software like Tableau. Additionally, excellent communication skills and the ability to translate complex data into actionable HR strategies are vital for this role.

As part of b_labs, you'll enjoy a vibrant working environment with creative workspaces, an annual education budget for professional growth, flexibility in work location, and a mobility package for commuting. You'll also have access to state-of-the-art equipment to enhance your productivity right from your first day.

When asked about my experience with HRIS platforms, I would detail my proficiency in using systems such as Zoho and SAP SuccessFactors, emphasizing how I've managed system configurations, automated processes, and enhanced user adoption in previous roles.

For this question, I would discuss the importance of regular data audits, establishing governance best practices, and implementing automated checks within the HRIS to ensure that data integrity is consistently maintained.

In response, I would mention my experience with Excel for data manipulation, SQL for querying databases, and visualization tools like Tableau and Power BI for presenting actionable insights to stakeholders.

I would share an example of a project where I analyzed employee attrition data and presented the findings to leadership, resulting in changes to our retention strategy that subsequently improved our overall employee engagement metrics.

To answer effectively, I would mention that I regularly follow industry publications, attend webinars, and participate in HR tech conferences to stay updated on new tools and best practices that could be valuable for b_labs.

My approach involves first understanding the key metrics stakeholders require. Then, I design intuitive dashboards using visualization tools, ensuring they are user-friendly and effectively communicate the necessary insights.

I would emphasize the importance of clear communication by illustrating how I would engage employees through training sessions and support, demonstrating the benefits of the new technology to encourage acceptance and ease the transition.

In this case, I would explain my use of various statistical methods, such as regression analysis and trend forecasting, alongside exploratory data analysis techniques to derive meaningful insights from workforce data effectively.

I would outline my systematic approach to compliance, highlighting regular audits, data governance practices, and staff training sessions to ensure everyone understands and adheres to GDPR and other regulations.

In responding, I would discuss the challenge of data integration from multiple sources, and my strategy lies in using specialized tools to streamline the integration process and ensure that the data is comprehensive and actionable.