People Data and Insights Analyst

As a People Data and Insights Analyst at StackAdapt, you'll be responsible for collaborating with people technology owners to understand data structure and extract capabilities. Your role involves partnering with the enterprise data office to manage and ensure the quality of people data in our data lake. You'll also be designing and developing dimensional data models that enhance analytical reporting, as well as creating dashboards that provide rapid analytics to identify trends and insights that influence strategic decisions.

Candidates for the People Data and Insights Analyst position at StackAdapt should possess a strong blend of technical expertise and analytical thinking. This includes familiarity with data engineering and analysis using tools like Python, R, or Tableau. Additionally, strong communication skills and a passion for people analytics are crucial, as you'll need to relay complex information into actionable insights and foster evidence-based decision-making.

StackAdapt is dedicated to employee growth and development, particularly for the People Data and Insights Analyst role. We provide opportunities for continuous learning, skill enhancement, and contributions to exciting projects within a collaborative team. Our commitment to fostering a culture of innovation and creativity means you'll engage in developing strategies that directly impact employee experience and organizational growth.

As a People Data and Insights Analyst at StackAdapt, you'll enjoy a remote-first work environment that champions diversity and inclusivity. We prioritize collaboration among our talented teams, encouraging open communication and diverse perspectives. Being recognized as one of the Best Places to Work means you’ll be part of a supportive community focused on high performance, employee well-being, and continuous innovation.

Yes! StackAdapt is a Remote First company, which means we welcome applicants for the People Data and Insights Analyst position from anywhere in Canada and the US. This flexibility allows you to work from your preferred environment while being fully integrated into a dynamic, highly collaborative team that shares a common goal of innovation and excellence.

To ensure data quality as a People Data and Insights Analyst, it is essential to implement robust data governance practices. This includes regular data validation, adherence to standard operating procedures, and creating checks and balances in collaboration with the Enterprise Data Office to manage data integrity while supporting analytical accuracy.

When designing data models for analytical reporting, I focus on understanding stakeholder requirements and the relevant KPIs. This involves mapping out the data sources, defining dimensions, and ensuring that the models align with business objectives to provide actionable insights effectively.

In a previous project, I worked on analyzing employee engagement surveys. I extracted data from multiple sources, identified key trends, and created visual dashboards that highlighted areas for improvement, which ultimately informed strategic decision-making and enhanced employee experience.

Handling conflicting priorities requires effective communication and organization. I prioritize tasks based on their impact on business goals and maintain open dialogue with team members to navigate shifting demands, ensuring that key deliverables are met without compromising quality.

I have extensive experience using tools like Tableau and Power BI for data visualization. My approach centers on translating complex datasets into easy-to-understand visuals that tell a compelling story, enabling stakeholders to grasp insights quickly and make informed decisions.

I stay updated on the latest trends in people analytics by subscribing to industry-leading publications, attending relevant webinars and conferences, and participating in online forums or professional groups dedicated to data-driven HR practices. Networking with industry peers also aids in exchanging insights and fostering innovation.

I leverage analytical findings to identify pain points in the employee journey and propose targeted initiatives that enhance engagement and satisfaction. This includes developing programs based on feedback that address employees' needs, optimizing workplace policies, and measuring the impact of these strategies over time.

Metrics such as employee engagement scores, retention rates, productivity levels, and training effectiveness are crucial to assessing workforce performance. Additionally, tracking absenteeism, participation in development programs, and shifts in employee sentiment can provide insights into overall workforce health and productivity.

One challenge I faced was integrating data from disparate HR systems that lacked standardization. To overcome this, I initiated a project to standardize data definitions and collaborated closely with IT to enhance data connections, facilitating a smoother, more efficient data extraction process for analysis.

People analytics is crucial today as it enables organizations to make data-driven decisions that enhance employee experience, streamline operations, and drive overall business performance. By leveraging workforce data, companies can proactively address issues, improve retention, and cultivate a culture of continuous improvement and engagement.