.png?1603752378)
People Analytics & Workforce Intelligence Lead
dunnhumby is the global leader in Customer Data Science, partnering with the worldâs most ambitious retailers and brands to put the customer at the heart of every decision. We combine deep insight, advanced technology, and close collaboration to help our clients grow, innovate, and deliver measurable value for their customers.
dunnhumby employs nearly 2,500 experts in offices throughout Europe, Asia, Africa, and the Americas working for transformative, iconic brands such as Tesco, Coca-Cola, Nestlé, Unilever and Metro.
Job Purpose
The People Analytics & Workforce Intelligence Lead plays a critical role in building an integrated, insightâdriven workforce analytics capability that enables effective execution of People and Workforce Strategy.
This role shifts the organisation from fragmented, activityâbased reporting to coherent, decisionârelevant workforce intelligence, leveraging Oracle HCM data, dashboards, and AIâenabled techniques. It ensures highâquality, evidenceâbased insights that support senior leaders in making informed decisions on workforce structure, capability, and cost.
By partnering with HR, Finance, Strategy, and Technology teams, the role drives standardisation, improves data confidence, and delivers forwardâlooking workforce intelligence aligned to business priorities.
Key Roles and Responsibilities
1. Strategic Workforce Analytics & Insight
- Deliver integrated workforce and people analytics that enable evidenceâbased decisionâmaking aligned to People and Workforce Strategy.
- Generate actionable insights across workforce structure, roles, capacity, productivity, skills, and costs, moving beyond descriptive reporting.
- Translate complex, multiâsource datasets into clear, executiveâready narratives and recommendations.
2. Workforce Data Integration & Intelligence
- Integrate workforce data across HR systems, Finance, and other people data sources to create a single, aligned view of workforce intelligence.
- Align metrics, assumptions, and reporting standards across HR, Finance, and Strategy to drive shared understanding.
- Partner closely with Finance to connect workforce and cost analytics with financial planning and performance management.
3. Dashboarding & Reporting Transformation
- Design, build, and maintain integrated workforce analytics dashboards using tools such as Power BI, Tableau, or equivalent.
- Drive the shift toward dashboardâled analytics, reducing fragmented, manual reporting.
- Ensure dashboards are intuitive, standardised, and tailored for senior leadership decisionâmaking with clear data definitions.
- Continuously measure and improve dashboard adoption, usability, and business impact.
4. Reporting Simplification & Optimisation
- Lead the rationalisation and simplification of workforce reporting, eliminating duplication and lowâvalue outputs.
- Replace activityâbased reporting with insightâdriven, decisionâfocused analytics.
- Establish a scalable and efficient analytics framework across the People function.
5. Advanced Analytics, Automation & AI Enablement
- Apply AIâenabled techniques and automation to enhance the speed, consistency, and quality of insight generation.
- Use advanced analytics to surface trends, patterns, and forwardâlooking workforce intelligence, while ensuring practical and businessâaligned application.
- Support workforce initiatives and strategic programmes through structured, predictive insights.
6. Data Governance & Quality Stewardship
- Establish and maintain clear definitions, standards, and governance for workforce analytics (especially within Oracle HCM environments).
- Improve confidence in workforce data through transparency of methodologies, assumptions, and calculations.
- Act as a steward of highâquality, decisionâready workforce insight across the organisation.
7. Stakeholder Partnership
- Partner with senior HR leaders, Finance, and Strategy teams to support workforce strategy execution.
- Enable selfâservice insights where appropriate while guiding stakeholders on data interpretation.
- Support key workforce planning and organisational initiatives through insightâled collaboration.
Skills & Experience
- Demonstrated ability in data storytellingâtranslating complex datasets into clear, actionable, leadershipâready insights.
- 7â10 years experience in People Analytics, Workforce Analytics, HR Analytics, or Business Intelligence roles, preferably in complex or matrixed environments.
- Knowledge of Oracle HCM data modules including OTBI, BI Publisher, and FDI.
- Proven experience in designing and delivering dashboardâled workforce analytics solutions (Power BI, Tableau, or similar tools).
- Advanced analytical capability using Excel, SQL, and BI platforms.
- Demonstrated ability in data storytellingâtranslating complex datasets into clear, actionable, leadershipâready insights.
- Experience leveraging automation and AI-enabled analytics techniques to enhance reporting and insight generation.
- Strong understanding of workforce concepts including capacity, productivity, performance, costs, roles, and skills.
- Ability to influence stakeholders and drive adoption of standardised, insight-driven analytics practices.
What you can expect from us
We wonât just meet your expectations. Weâll defy them. So youâll enjoy the comprehensive rewards package youâd expect from a leading technology company. But also, a degree of personal flexibility you might not expect. Plus, thoughtful perks, like flexible working hours and your birthday off.
Youâll also benefit from an investment in cutting-edge technology that reflects our global ambition. But with a nimble, small-business feel that gives you the freedom to play, experiment and learn.
And we donât just talk about diversity and inclusion. We live it every day â with thriving networks including dh Gender Equality Network, dh Proud, dh Family, dh One, dh Enabled and dh Thrive as the living proof. We want everyone to have the opportunity to shine and perform at your best throughout our recruitment process. Please let us know how we can make this process work best for you.
Our approach to Flexible Working
At dunnhumby, we value and respect difference and are committed to building an inclusive culture by creating an environment where you can balance a successful career with your commitments and interests outside of work.
We believe that you will do your best at work if you have a work / life balance. Some roles lend themselves to flexible options more than others, so if this is important to you please raise this with your recruiter, as we are open to discussing agile working opportunities during the hiring process.
For further information about how we collect and use your personal information please see our Privacy Notice which can be found (here)