People Data Analyst

Turn People data into actionable insights. Explore topics such as turnover, absenteeism, and performance, investigate trends, and communicate findings through clear analyses and concise recommendations.

Build and improve dashboards and reporting. Create reliable, easy-to-use reports, maintain consistent metric definitions, and help stakeholders understand what the data tells them. Keep People data reliable and usable. Validate data, document calculations, and contribute to mandatory reporting while following established access, confidentiality, and GDPR requirements.

Support HRBPs in their day-to-day decisions. Translate their questions into relevant analyses, discuss which KPIs are most useful, and help them become more autonomous through documentation and practical guidance.

Contribute to workforce and talent analyses. Prepare datasets, reports, and analytical inputs for topics such as headcount planning, compensation reviews, and talent reviews, in collaboration with the team.

Use AI to improve how you work. Apply AI to relevant analytical and reporting tasks, test practical ways to save time, and check the accuracy and reliability of outputs.

Relevant experience in People Analytics, HR reporting, or a data analytics role with substantial exposure to HR topics, ideally within a tech company or scale-up. A solid understanding of HR processes. Compensation reviews, talent reviews, and HRBP activities are familiar territory. You understand the questions behind a reporting request and can discuss whether a metric addresses them.

Hands-on analytical skills. You’re comfortable using SQL, Excel, and BI tools to combine datasets, check calculations, investigate trends, and build clear dashboards. Experience with HRIS reporting, particularly Workday, is a plus.

Clear communication and sound judgment. You can explain findings to non-technical stakeholders, ask useful questions, and distinguish what the data supports from what still needs investigating. Reliable delivery and collaborative working habits. You can progress independently on defined analyses, keep stakeholders informed, and flag blockers or competing priorities early.

Practical experience using AI. You already use AI in your work and can explain where it improves your efficiency or output quality, how you verify results, and how you protect sensitive information.

Professional fluency in English. French is a strong plus.

Meaningful analytical work that helps the People team understand workforce trends and make better-informed decisions.

Varied HR topics, from performance and attrition to compensation, workforce planning, and reporting.

Close collaboration within a growing team, with opportunities to deepen both your analytical skills and your understanding of People topics.

Room to improve how work gets done, through clearer dashboards, reusable analyses, better documentation, and practical applications of AI.