People Analyst

Job Family

AU$100k

Salary

Average salary in Australia

Job Growth

The number of positions relative to last year

People Analysts utilize data analytics to drive insights into workforce management, employee engagement, and HR processes. They are adept in handling HR-specific datasets and tools, like Workday or SuccessFactors, to inform decision-making and improve employee experience. Their role encompasses designing and maintaining HR dashboards, conducting compensation analysis, and supporting strategic HR initiatives through data-driven solutions.

What are the typical duties and responsibilities of a People Analyst?

Lead and mentor junior data analysts in HR-related data projects
Translate complex HR data findings into understandable narratives for diverse audiences
Manage the rollout of HR dashboards, automation solutions, and project delivery with a focus on data quality and security
Partner with various teams to gather requirements for HR reports and analytics to support data-driven decision making
Use external datasets to analyze impacts of different HR initiatives and projects
Provide full administrative support for HR data management, including survey design and data governance
Generate standard and ad-hoc HR reports on metrics such as turnover, headcount, and compensation
Design and develop visually appealing HR data visualizations and dashboards
Participate in implementing new features and functionalities in HR systems like Workday
Maintain and update compensation market pricing tools and data analysis
Optimize core People data for efficient HR processes and decision-making
Collaborate with HR Directors to execute data analytics aligned with organizational vision

What are the typical role requirements of a People Analyst?

Exceptional communication and leadership skills with a strong team-focus and problem-solving abilities
Proven experience in building and maintaining HR reports and dashboards using tools like Tableau, PowerBI, or Qlik
Proficiency in SQL and familiarity with database architecture and design
Experience with large datasets, including cleaning, manipulation, and analysis
Knowledge of Python, R, or other programming languages for predictive modeling is an asset
Strong analytical skills and proficiency in data visualization tools like Excel and Tableau
Tertiary qualifications in an analytical discipline such as economics, statistics, or related fields are desirable
Working knowledge of HR processes, metrics, and best practices
Experience in HR reporting and data analysis
Familiarity with HR compliance regulations and systems
Proficiency in HRIS systems like Workday or SuccessFactors
Commitment to data accuracy, attention to detail, and a continuous learning mindset

Discover how Alooba can help identify the best People Analysts for your team

People Analyst Levels

Intern People Analyst

An Intern People Analyst is an entry-level role that provides support in analyzing people data to inform HR strategies and decisions. They assist in data collection, analysis, and reporting, and they learn to apply data analysis techniques in a human resources context. They are key contributors to the people analytics function of an organization.

Graduate People Analyst

A Graduate People Analyst is a budding professional who leverages data to understand employee behaviors, satisfaction, and productivity. They utilize statistical tools and data visualization techniques to provide insights that shape HR strategies and policies. Their work contributes to fostering a positive work environment and improving employee engagement.

Junior People Analyst

A Junior People Analyst is an entry-level role that involves leveraging data to inform human resources strategies and decisions. They assist in collecting and analyzing people-related data, generating insightful reports, and contributing to the development of a data-driven HR function.

People Analyst (Mid-Level)

A mid-level People Analyst leverages data to inform and improve HR strategies and processes. They analyze employee data to identify trends, predict outcomes, and provide insights that help shape a positive and productive work environment. Their work supports talent acquisition, retention, and overall employee satisfaction.

Senior People Analyst

A Senior People Analyst is a seasoned professional who leverages data to inform human resource strategies. They analyze workforce data, generate insights, and guide decision-making processes. Their expertise ensures that human capital is managed effectively and that HR strategies align with organizational goals.

Lead People Analyst

A Lead People Analyst is a strategic role that leverages data to inform human resources decisions and strategies. They lead the analysis of people-related data to improve organizational culture, boost employee engagement, and enhance talent management. Their insights are pivotal to building a thriving and productive workforce.

Common People Analyst Required Skills

Apache Tomcat Arrays

Availability Heuristic

Backlinko

Behavioral Analytics

Binomial Distribution

Blind-spot Bias

Boxplots

Brand Awareness

Business Intelligence

Canva

Chain-of-Thought Prompting

Client Management

Compassion

Content Generation

Cross-Device Tracking

Emotional Intelligence Empathy

Empathy

Ensemble Methods Erlang

Erlang

Factual Accuracy Funnels

Funnels

Google Analytics

Google Search Ads

Google Tag Manager Grafana

Imbalance Class Problem

Infrastructure Performance Monitoring

Interpersonal Communication K-Means

Mitigating Biases MLflow

ORM

PPC Marketing Qlik

Random Number Generation

Recency Bias

Sales Methodologies SciPy

SciPy

Seasonality

Sessions

Sisense for Cloud Data Teams

Over 50,000 Candidates Can't Be Wrong

This was a great platform to give the exam and was pretty easy to use for me, even as a newbie to this platform.

Udaya

Senior data science candidate for consumer good multinational

That was definitely my first time ever being interviewed for skill assessment with the Alooba platform. Great experience and the value bestowed through such means is utterly respected on my behalf! I believe such online assessments should become more and more ubiquitous.

Yoav

Senior strategy manager candidate at global travel giant

Thank you for the opportunity to take your assessment test. It was a great experience, it is the best test assesment I have taken so far.

Jordan

Sales development rep candidate for internet startup

I like the way of getting into this new job i think its a very complete assessment i like it a lot! Thanks for the opportunity

Nicolas

Sales development rep for tech startup

Our Customers Say

I was at WooliesX (Woolworths) and we used Alooba and it was a highly positive experience. We had a large number of candidates. At WooliesX, previously we were quite dependent on the designed test from the team leads. That was quite a manual process. We realised it would take too much time from us. The time saving is great. Even spending 15 minutes per candidate with a manual test would be huge - hours per week, but with Alooba we just see the numbers immediately.

Shen Liu, Logickube (Principal at Logickube)

I wouldn't dream of hiring somebody in a technical role without doing that technical assessment because the number of times where I've had candidates either on paper on the CV, say, I'm a SQL expert or in an interview, saying, I'm brilliant at Excel, I'm brilliant at this. And you actually put them in front of a computer, say, do this task. And some people really struggle. So you have to have that technical assessment.

Mike Yates, The British Psychological Society (Head of Data & Analytics)

We get a high flow of applicants, which leads to potentially longer lead times, causing delays in the pipelines which can lead to missing out on good candidates. Alooba supports both speed and quality. The speed to return to candidates gives us a competitive advantage. Alooba provides a higher level of confidence in the people coming through the pipeline with less time spent interviewing unqualified candidates.

Scott Crowe, Canva (Lead Recruiter - Data)

How can you accurately assess somebody's technical skills, like the same way across the board, right? We had devised a Tableau-based assessment. So it wasn't like a past/fail. It was kind of like, hey, what do they send us? Did they understand the data or the values that they're showing accurate? Where we'd say, hey, here's the credentials to access the data set. And it just wasn't really a scalable way to assess technical - just administering it, all of it was manual, but the whole process sucked!

Cole Brickley, Avicado (Director Data Science & Business Intelligence)