At a Glance
- Tasks: Lead the creation of a data-driven HR analytics function from scratch.
- Company: Confidential organisation focused on transformation and technology.
- Benefits: Opportunity to shape HR analytics and drive strategic decision-making.
- Other info: Join a fast-paced environment with significant investment in technology.
- Why this job: Be at the forefront of HR innovation and make a real impact.
- Qualifications: Experience in HR Analytics and strong storytelling skills with data.
The predicted salary is between 70000 - 90000 £ per year.
We are partnering with a confidential organisation looking to hire their first Head of HR Analytics – a newly created role with the opportunity to build the people analytics capability from the ground up. This role will lead the creation of a data‑led HR function, helping the business move beyond reporting towards genuine workforce insight and strategic decision‑making. The successful individual will be responsible for shaping the HR analytics roadmap, improving how people data is used across the organisation, and translating complex information into clear, commercially meaningful storytelling for senior leadership.
Key Responsibilities
- Build and establish the HR analytics function from inception
- Develop dashboards, reporting, and workforce insight capabilities
- Use people data to support organisational design, workforce planning, retention, and transformation initiatives
- Create compelling narratives and recommendations from complex datasets
- Partner with HR, Finance, Technology, and leadership teams to drive data‑led decision‑making
- Improve HR data quality, governance, and reporting consistency
- Support the evolution of HR technology and analytics capability
About You
- Strong experience within HR Analytics or People Analytics leadership roles
- Proven ability to turn data into clear business insight and storytelling
- Experience with tools such as Power BI, Tableau, Workday, or similar platforms
- Strong stakeholder management and influencing capability
- Comfortable building new capability in a fast‑moving environment
This is a rare opportunity to define and lead a people analytics function from day one within a business investing heavily in transformation, technology, and strategic workforce capability.
Head of HR Analytics employer: Annapurna
As an innovative organisation at the forefront of transformation, we offer a unique opportunity for the Head of HR Analytics to shape and lead our people analytics function from the ground up. Our collaborative work culture fosters creativity and strategic thinking, while our commitment to employee growth ensures that you will have access to continuous learning and development opportunities. Join us in a role where your insights will directly influence decision-making and drive meaningful change within the organisation.
StudySmarter Expert Advice🤫
We think this is how you could land Head of HR Analytics
✨Tip Number 1
Network like a pro! Reach out to people in the HR analytics field on LinkedIn or at industry events. We can’t stress enough how valuable personal connections can be in landing that dream job.
✨Tip Number 2
Showcase your skills! Create a portfolio that highlights your experience with data visualisation tools like Power BI or Tableau. We want to see how you can turn complex datasets into compelling stories that resonate with leadership.
✨Tip Number 3
Prepare for interviews by brushing up on your storytelling skills. Practice explaining how you've used people data to drive decision-making in past roles. We need to see that you can translate data into actionable insights!
✨Tip Number 4
Don’t forget to apply through our website! It’s the best way to ensure your application gets noticed. Plus, we love seeing candidates who are proactive about their job search.
We think you need these skills to ace Head of HR Analytics
Some tips for your application 🫡
Show Your Passion for Data:When writing your application, let us see your enthusiasm for HR analytics. Share specific examples of how you've used data to drive decision-making and improve processes in previous roles. This will help us understand your genuine interest in building a data-led HR function.
Tailor Your Narrative:Make sure to customise your application to reflect the key responsibilities mentioned in the job description. Highlight your experience with tools like Power BI or Tableau, and explain how you've translated complex datasets into compelling stories for senior leadership. We want to see how you can shape our HR analytics roadmap!
Demonstrate Stakeholder Management Skills:In your written application, emphasise your ability to partner with various teams, such as HR, Finance, and Technology. Share examples of how you've influenced decision-making through collaboration. This will show us that you're ready to drive data-led initiatives across the organisation.
Keep It Clear and Concise:While we love a good story, make sure your application is easy to read and straight to the point. Use clear language and avoid jargon where possible. This will help us quickly grasp your qualifications and fit for the role. Don't forget to apply through our website!
How to prepare for a job interview at Annapurna
✨Know Your Data Tools
Familiarise yourself with the tools mentioned in the job description, like Power BI and Tableau. Be ready to discuss how you've used these platforms in previous roles to turn data into actionable insights.
✨Craft Your Storytelling Skills
Prepare examples of how you've translated complex datasets into compelling narratives for senior leadership. Practice explaining your thought process clearly and concisely, as this will be crucial for the role.
✨Understand Stakeholder Needs
Think about how you can partner with various teams like HR, Finance, and Technology. Be prepared to share specific instances where you've successfully influenced stakeholders or collaborated on projects that required cross-functional teamwork.
✨Showcase Your Vision
Since this is a newly created role, demonstrate your understanding of what a successful HR analytics function looks like. Share your ideas on building this capability from the ground up and how you would approach improving data quality and governance.
