Essential Duties & Responsibilities
People Data and Insights Strategy:• Ensure that the people analytics strategy is closely aligned with the overall business objectives. • Gather and integrate data from various sources such as HR systems, employee surveys, and performance metrics. • Identify key performance indicators (KPIs) that are relevant to the organisation's goals. • Use historical data to predict future trends and outcomes• Translate data insights into actionable recommendations that help stakeholders implement strategies to improve workforce outcomes. • Developing storytelling techniques to engage and inspire end users to act• Serve as a subject matter expert on data, insights and trends Stakeholder Collaboration:• Partner with HR, business leaders, and cross-functional teams to understand their data and insight needs and deliver data-driven solutions.• Work closely with the senior employee engagement manager to define data led employee engagement initiatives and strategies • Present findings and recommendations in a clear, concise manner that resonates with both technical and non-technical audiences.• Act as a trusted advisor on how to use data to drive workforce strategies and decisions.Metrics Development and Monitoring:• Define and monitor key performance indicators (KPIs) related to workforce performance, engagement, and productivity.• Establish benchmarks and track progress against workforce goals and industry standards.• Continuously enhance metrics and reporting frameworks to reflect evolving business needs.Data Analysis and Insights:• Analyse workforce data to uncover trends, patterns, and insights that inform HR and organisational strategies.• Perform root cause analyses to address workforce challenges, such as turnover, absenteeism, or engagement.• Develop and deliver dashboards, reports, and presentations that provide clear, actionable insights for HR leaders and stakeholders.Predictive and Advanced Analytics:• Build predictive models to forecast workforce trends and help anticipate challenges in areas like turnover, hiring, and talent mobility.• Leverage advanced analytics techniques, such as regression analysis, clustering, and machine learning, to solve complex people-related questions.• Continuously refine models based on feedback and evolving organisational needs.Storytelling:• Craft a compelling storyline that guides the audience through the data, providing context and highlighting key insights.• Craft insights that amplify that value of data, insights and foster a culture of data centric decisions• Ensure the data is accurate, relevant, and well-understood. High-quality data forms the foundation of your story.• Use impactful visual elements like charts, graphs, and diagrams to make the data more accessible and engaging.• Tailor the delivery of your data story to meet the needs and understanding level of your audience.• Focus on insights that drive action and decision-making, making the story not just informative but also practical.Data Governance and Quality:• Ensure the accuracy, integrity, and security of people data by adhering to best practices in data management and governance.• Partner with IT and HR teams to enhance data collection processes and ensure seamless integration across systems.• Identify and resolve inconsistencies or gaps in data sources.Technology and Tools:• Leverage HRIS, people analytics platforms, and business intelligence tools (e.g., Tableau, Power BI, SQL, Python) to perform data analysis and visualisation


Qualifications & Experience
• Degree in Data Science, Statistics, Economics, Business Analytics, or a related field. • 5+ years of experience in data analytics, with at least 2 years focused on people or workforce analytics.• Proficiency in analytics tools such as Tableau, Power BI, or similar visualization software.• Advanced skills in statistical analysis and programming languages such as SQL, Python, or R.• Strong understanding of HR processes and metrics (e.g., turnover, engagement, diversity, and inclusion).• Experience with HR systems (e.g., Workday, SAP SuccessFactors) and data integration is a plus.• Proven ability to translate complex data into clear, actionable insights for a diverse range of stakeholders. 
Individual Competencies• Analytical Mindset: Strong problem-solving skills with a focus on deriving insights from data.• Communication Skills: Ability to distil complex analyses into compelling narratives that resonate with stakeholders.• Attention to Detail: Ensures accuracy and reliability in data analysis and reporting.• Collaboration: Works effectively with HR teams, business leaders, and technical teams to align on priorities.• Adaptability: Thrives in a fast-paced, evolving environment and can pivot quickly to meet changing needs.



EEO Statement Maximus is committed to developing, maintaining and supporting a culture of diversity, equity and inclusion throughout the recruitment process. We know that feeling included has a dramatic impact on personal well-being and are working to ensure that no job applicant receives less favourable treatment due to any personal characteristic.  Advertisements for posts will include sufficiently clear and accurate information to enable potential applicants to assess their own suitability for the post.  We are a Disability Confident Leader, thanks to our commitment to the recruitment, retention and career development of people with disabilities and long-term conditions. The Disability Confident scheme includes a guaranteed interview for any applicant with a disability who meets the minimum requirements for a job. When you complete your job application you will find a question asking you if you would like to apply under the Disability Confident Guaranteed Interview Scheme. If you feel that you have a disability and apply under this scheme, providing that you meet the essential criteria for the job, you will then be invited for an interview. Your Guaranteed Interview application will only be shared with the hiring manager and the local resourcing team. Where reasonable, Maximus will review and consider adjustments for those applicants who express a requirement for them during the recruitment process.