People Data & Analytics Officer

Role Overview

• Own the People analytics roadmap, define and govern the HR KPI framework, and prioritize initiatives by measurable business impact.
• Identify and champion the highest-value AI use cases for HR analytics. Govern how AI tools connect to the HRIS data layer and ensure outputs stay auditable.
• Build and continuously evolve people analytics dashboards and insights (turnover, absenteeism, performance) with clear, data-driven storytelling, while enabling HRBPs and HR stakeholders to self-serve on People data through effective documentation, training, and guidance.
• Develop advanced reports and models (e.g., headcount forecasting, compensation benchmarking, talent density) to support strategic decisions.
• Lead HR data governance and deliver mandatory reporting (e.g., BDESE, CSRD, bilan social, GSR) with auditability and GDPR compliance.

Requirements

• 5+ years in people analytics / HR reporting / BI with a track record of influencing decisions, not just producing outputs.
• Strong analytics + narrative skills: you can maintain data quality and translate complex HR data into clear, actionable insights for non-technical stakeholders.
• HRIS reporting expertise (Workday is a plus) and the ability to set standards (naming, tagging, navigation) that scale.
• Data governance mindset: you care about quality, access rules, and compliance as the foundation of trustworthy analytics.
• Curiosity and good judgment about AI: you can separate hype from value and help teams use AI responsibly in an HR context.

Benefits

• A company-wide scope where your work directly supports leadership decisions and workforce strategy.
• High-impact topics: workforce planning, regulatory reporting, and analytics enablement across teams.
• A small, high-impact team where your work directly influences People strategy across the company.
• Space to build an analytics roadmap and elevate how the business uses people data (with an AI-native mindset).