The Lead People Data Analyst is a senior individual contributor responsible for delivering people analytics and workforce insights that inform business and talent decisions across the enterprise. This role partners closely with HR, Talent, and business leaders to translate complex Workday and workforce data into actionable insights that improve organizational performance, workforce planning, and employee outcomes.
This role blends advanced analytics, workforce data expertise, and consultative partnership skills. The ideal candidate brings strong experience working with HR data, understands how workforce metrics connect to business outcomes, and is motivated by turning data into insight—not just producing reports.
Position Compensation Range:
$99,000.00 - $167,000.00
Pay Rate Type:
Salary
Compensation may vary based on the job level and your geographic work location. Relocation support is offered for eligible candidates.
What You’ll Do
People Analytics & Business Partnership
- Serve as a lead people analytics consultant and thought partner to HR and business leaders, guiding how workforce data is used to inform strategy, investments, and talent decisions.
- Partner across diverse HR functions to understand priorities, challenge assumptions, and co‑create analytics approaches that address complex workforce questions.
- Translate ambiguous business and people challenges into well‑structured analytical questions, hypotheses, and methods using Workday, workforce data, and external labor market data.
- Synthesize workforce insights (e.g., headcount, turnover, movement, capacity, cost, and equity) into clear recommendations and implications for action, not just results.
Workforce Modeling & Forecasting
- Build, maintain, and enhance workforce forecasting, scenario modeling, and projection models to support planning and decision-making.
- Apply statistical methods, forecasting techniques, and data modeling to assess future workforce needs and business outcomes.
- Clearly explain model logic, assumptions, and limitations to non-technical stakeholders.
Workday Reporting, Automation & Enablement
- Design, develop, and maintain scalable, automated people analytics solutions using Workday reporting, dashboards, and downstream analytics tools.
- Replace manual reporting and analysis with automated, repeatable analytics products that improve efficiency and insight timeliness.
- Ensure accuracy, integrity, and consistency of people data across dashboards, reports, and analytical outputs.
Analytics Governance & Data Stewardship
- Develop and maintain standard workforce metrics, definitions, and reporting practices to ensure alignment and consistency.
- Contribute to people analytics governance, including data quality standards, documentation, and reporting conventions.
- Create trusted, reusable data sets and analytics assets for broad enterprise use.
Communication & Influence
- Tell compelling data stories that help HR partners and leaders understand what the data means, why it matters, and how to act.
- Provide objective, fact‑based insights that challenge assumptions and elevate the quality of workforce and talent discussions.
- Operate as a recognized subject matter expert and thought partner in people analytics, workforce strategy, and HR data.
Specialized Knowledge & Skills Requirements
- Demonstrated experience providing customer-driven solutions, support or service.
- Solid knowledge and understanding of forecasting techniques or statistical analysis or data modeling or data mining.
- Demonstrated experience utilizing software tools to query and report data.
- Demonstrated experience with a variety of standard reporting software packages and best practices for report deployment processes.
- Demonstrated experience communicating/presenting complex and independent concepts and unbiased fact-based decision-making and financial performance.
- Demonstrated experience developing complex data sets for wide-spread use.
Strongly Preferred Skills
- Demonstrated experience delivering people analytics or workforce analytics in a consultative, service-oriented model.
- Strong working knowledge of Workday HCM data and reporting (e.g., headcount, job, position, compensation, movement, turnover).
- Experience with forecasting, statistical analysis, data modeling, or predictive analytics.
- Proficiency using analytics and reporting tools to query and analyze data (e.g., Workday reports, SQL-enabled tools, BI platforms).
- Experience designing and deploying enterprise reporting solutions and automated dashboards.
- Proven ability to communicate complex, data-driven insights clearly to senior leaders.
- Experience developing complex, shared datasets or analytics products intended for widespread use.
- Strong analytical rigor paired with business and HR domain understanding.
Why This Role
- High-impact, visible role shaping how workforce data informs decisions.
- Opportunity to influence people analytics strategy, standards, and future capabilities.
- Focus on insight generation, modeling, and storytelling—not ad hoc reporting.
- Designed as a senior IC role with space to go deep technically while partnering broadly.
In this hybrid role, you will be expected to work a minimum of 10 days per month from the office. Candidates should reside within approximately 35-50 miles of one of the following office locations: Madison, WI 53783;
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Licenses
Travel Requirements
Physical Requirements
- Work that primarily involves sitting/standing.
Working Conditions
Additional Information
Offer to selected candidate will be made contingent on the results of applicable background checks
Offer to selected candidate is contingent on signing a non-disclosure agreement for proprietary information, trade secrets, and inventions
Sponsorship will not be considered for this position unless specified in the posting
We provide benefits that support your physical, emotional, and financial wellbeing. You will have access to comprehensive medical, dental, vision and wellbeing benefits that enable you to take care of your health. We also offer a competitive 401(k) contribution, a pension plan, an annual incentive, 9 paid holidays and a paid time off program (23 days accrued annually for full-time employees). In addition, our student loan repayment program and paid-family leave are available to support our employees and their families. Interns and contingent workers are not eligible for American Family Insurance Group benefits.
We are an equal opportunity employer. It is our policy to comply with all applicable federal, state and local laws pertaining to non-discrimination, non-harassment and equal opportunity. We also consider qualified applicants with criminal histories, consistent with applicable federal, state and local law.
American Family Insurance is committed to the full inclusion of all qualified individuals. If a reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please email AskHR@AmFam.com to request a reasonable accommodation.
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