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About the role
Job Summary and Responsibilities
HR DATA & ANALYTICS LEAD KEY RESPONSIBILITIES:
HR Data Platform & Engineering (50%) Lead the design and management of HR data platforms on AWS (S3, Redshift, Glue, Lambda, RDS, EMR). Build and manage data integrations (API, SFTP, flat files) across HR systems Develop and maintain scalable data models covering employee lifecycle, workforce movements, compensation, and performance. Create reliable data pipelines and workflows ensuring timely, accurate, and governed data. Implement historical tracking (e.g., SCD Type 2) for trend analysis. Optimize SQL queries, data transformations, and database performance. HR Analytics & Insights (40%) Build and evolve leadership dashboards delivering descriptive, diagnostic, predictive, and prescriptive insights. Analyze key workforce metrics (attrition, hiring, diversity, performance, productivity) to identify trends and root causes. Develop predictive models (e.g., attrition risk, workforce demand forecasting). Translate analysis into actionable recommendations for HR and business leaders. Partner with stakeholders to define problem statements and measure impact of HR interventions. Data Governance & Compliance (10%) Ensure compliance with data privacy and regulatory standards (PII protection, audit readiness). Implement data quality checks, lineage tracking, and governance practices. Enforce secure, role-based access and data protection controls.
Job Requirements and Qualifications
Required Qualifications 5+ years of experience in AWS data services (S3, Redshift, Glue, Lambda, RDS) Strong expertise in data modeling, ETL/ELT pipelines, and enterprise data architecture Experience building database objects (tables, views, stored procedures, functions) Experience integrating API-based enterprise systems into cloud platforms Experience with BI tools (Power BI, Tableau, or Qlik) Experience in people analytics, statistical analysis, or predictive modeling Proficiency in SQL; working knowledge of Python/R is preferred Strong understanding of HR domains (workforce planning, attrition, performance, compensation) Strong stakeholder management and problem-solving skills
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