HR Data & Insights Analyst

THE ROLE  Are you convinced that decisions in organizations must be based on solid and reliable data? Can you dive into highly complex data sets for hours and still summarize your findings in a few minutes to key decision-makers? Does it drive you crazy when data is inaccurate and unreliable? PlayOn is looking for an HR Data & Insights Analyst to turn people data into meaningful insights that drive meaningful business outcomes. Our ideal candidate combines the love of logic of an analyst with the curiosity and passion for people of a psychologist.  THE OUTCOMES WE EXPECT. 
Our HR Data and Insights Analyst impacts the organization by providing accurate and insightful datapoints and recommendations for our leaders, HRBPs, and our executives. Outcome #1: Ensure data accuracy of all people-related data across systems.  Outcome #2: Adoption and utilization of people dashboards & metrics.  Outcome #3: Accurate modeling of scenarios based on current and historic data.   Connect data across sources: • Maintain accurate people-data across systems and data sources at all times. • Own HRIS system and spearhead the evaluation and implementation of new software and tools, starting with performance management and organizational KPIs tracking.  Support the People Team: • Actively support the people team in collecting both qualitative and quantitative data • Create quarterly talent health decks and dashboards for ongoing decision-making and coaching (from engagement action items to performance plans)  Turn people data into insights: • Connect, validate, and cross-reference all people-related data from multiple sources to identify inconsistencies and patterns (e.g. leadership effectiveness) • Generate accurate, holistic, and user-friendly insights for diverse audiences  The Person: The skills & training you’ll need to succeed

• Data Analysis: Proficient in cleaning, transforming, and manipulating large datasets to extract actionable insights from both qualitative and quantitative data. Skilled in using tools such as Excel and R. Knowledge of databases is a plus.
• Reporting and Visualization: Demonstrated ability to create intuitive dashboards and reports that effectively visualize HR metrics and trends using tools like Tableau or Power BI.
• Communication and Presentation Skills: Strong sense of ownership and accountability for data initiatives, with the ability to present data-driven insights clearly and effectively to diverse stakeholders.
• Discretion and Integrity: Proven ability to manage sensitive people data with the utmost confidentiality and professionalism, ensuring trust and compliance with data privacy standards.
• Resilience and Adaptability: Comfortable navigating ambiguity in a fast-paced growth environment (we’re in the growth phase) while maintaining a high level of data integrity. Willingness to roll up your sleeves for hands-on tasks, such as coding large sets of qualitative data.
• HR Domain Knowledge: Solid understanding of HRIS systems, HR processes, and key metrics like employee turnover, retention, and recruitment analytics.