Sr. People Analytics Analyst

Worker Type

• Regular
• Job Description

Summary

The Senior People Analytics Analyst is a senior individual contributor within the Workday HRIS team who provides analytical expertise and delivers reporting solutions. This role partners with P&C functional leaders, including Total Rewards, Talent Acquisition, and P&C Operations, as well as Finance and other stakeholders, to understand the People Analytics roadmap and develop scalable, maintainable solutions using Advanced, Matrix, Trending, Composite Reports, Dashboards and Discovery boards. The role provides insights into workforce trends, organizational health, talent outcomes, and business performance; leads assigned reporting initiatives within the HRIS roadmap; and works closely with the HRIS Manager and business teams to leverage Workday reporting capabilities, Reporting Agents, Hubs, and configurations aligned with business needs.

A Key responsibility of this role is to understand and integrate multiple data sources, applying techniques ranging from basic data aggregation to complex statistical analysis. The Reporting Analyst translates data into meaningful insights, develops compelling visualizations and presentations, and communicates trends and analysis to support informed decision-making.

The Reporting Analyst will develop best-practice resources and guides to support effective adoption of Workday reporting capabilities across P&C functional leaders. This includes documenting standard reporting workflows, providing guidance on report functionality and best practices, supporting change management, and helping teams adopt new reporting processes and solutions. The role will also mentor HRIS team members, provide guidance on complex reporting issues for accuracy, consistency, and adherence to established processes and standards.

Position Responsibilities

• •Ownership of day-to-day reporting deliverables and operational support of report requests, inquiries and tickets. Produce and deliver standard and customized People reports (monthly, quarterly and annual), using Workday and Power BI primarily with actionable insights.
• •Proactively develop and enhance Workday HCM dashboards, facilitate the definition and development of business and predictive KPIs and metrics across the People/HR function, and recommend the most effective tools for delivery.
• •Partner with internal stakeholders to define business problems, analyze data, and present insights and dashboards that support informed people-related decisions and translate findings into meaningful recommendations for leadership. Analyzes and interprets data using various techniques, from simple data aggregation to complex statistical analysis.
• •Summarizes insights and present findings to a range of audiences, including executives, business leaders, hiring managers and People/HR team members. Able to build the story behind the data and develop compelling visualizations and presentations.
• •Understands and analyzes end-to-end processes and underlying data from multiple sources to identify data inconsistencies and make recommendations. Works with HRIS and Business teams to improve data integrity and advance KPI/metrics definition and reporting.
• •Translate workforce trends into clear, compelling narratives and executive-ready presentations that provide leaders with meaningful context, key drivers, and potential actions, while establishing consistent standards for presenting and communicating People data across the organization.
• •Participates in and leads data/analytics projects, involved in planning and scoping, requirements and specifications development, prototyping and playback, testing, and deployment (including change management tasks such as communications and training).
• •Stays up to date with latest industry research and leading practices in People/HR analytics and actively participates in Workday Community and other forums. Continually identifies opportunities to innovate and evolve people analytics roadmap.
• •Provide reporting and analytics training and guidance to end users.
• •Adhere to data privacy, access, security, system change control, and reporting governance requirements.
• •Partner with HR Business Partners to identify workforce trends and provide analytical support for business discussions.
• •Collaborate with Talent Acquisition on recruiting metrics, time-to-fill, hiring trends, candidate pipelines, and workforce demand.
• •Partner with Total Rewards on compensation, pay equity, market competitiveness, incentive, and benefits analytics.
• •Collaborate with Talent Management on performance, succession, career movement, and organizational capability analytics.
• •Partner with Finance to support workforce planning, headcount reconciliation, forecasting, and related workforce metrics.
• •Partner with HRIS to ensure appropriate security, data access, and reporting governance.
• •Support the testing and validation of Workday releases and system changes affecting workforce reporting and analytics..
• •Ensure all reporting activities and initiatives align with company objectives, P&C strategies, and compliance requirements.
• •Other duties as assigned by Total Rewards leadership.

Basic Qualifications (Required Skills & Experience)

• •Bachelor’s degree in business, IT/MIS, Data Science, Statistics, Math or related fields, or 4+ years of professional experience in lieu of degree.
• •5+ years of experience including 3+ years in a People/HR data analytics and reporting capacity, with in-depth knowledge of People/HR reporting and data, including HR, Compensation, Recruiting, Benefits, Learning, and Talent.
• •In-depth experience of building and maintaining advanced Workday HCM reports and dashboards, including advanced calculated fields.
• •Experience with integrating to a data warehouse/data lake and consolidating data from multiple sources.
• •Experience and familiarity with statistical analysis and data visualization tools, such as PowerBI or Tableau.

Other Qualifications & Desired Competencies

• •Experience with Workday Prism Analytics, People Analytics, Discovery Boards, or related Workday analytical capabilities.
• •Experience with Power BI, Tableau, or another business intelligence platform.
• •Experience with SQL or other data-querying tools.
• •Experience integrating HR data with Finance, recruiting, compensation, or other enterprise datasets.
• •Experience developing workforce dashboards for executive leadership.
• •Experience supporting workforce planning or predictive workforce analytics.
• •Experience within a complex, matrixed, high-growth, manufacturing, technology, aerospace, or defense environment.
• •Strong proficiency in Microsoft Office Suite, including Word, PowerPoint, and Excel.
• •Proven ability to build and maintain effective relationships with HR, IT, and business leaders in a global, cross-functional environment.
• •Ability to sit, stand, stoop, reach, lift (up to 10 lbs.), bend, etc. Hand and wrist dexterity to utilize the computer.
• •May require minimal travel to sites/program and special functions.

Physical Demands

• •Ability to work in an office environment (Constant)
• •Required to sit and stand for long periods; talk, hear, and use hands and fingers to operate a computer and telephone keyboard (Frequent)

Clearance Level

No Clearance

The salary range for this role is:

$111,000 - $188,500

AeroVironment considers several factors when extending an offer, including but not limited to, the location, the role and associated responsibilities, a candidate’s work experience, education/training, and key skills.

ITAR Requirement:

This position requires access to information that is subject to compliance with the International Traffic Arms Regulations (“ITAR”) and/or the Export Administration Regulations (“EAR”). In order to comply with the requirements of the ITAR and/or the EAR, applicants must qualify as a U.S. person under the ITAR and the EAR, or a person to be approved for an export license by the governing agency