Senior People Data Analyst

Accountabilities:

Key Contacts & Relationships:

Internal:

• People Leadership Team

• Workforce & Demand teams

• Business Intelligence & Insight teams

• Business Finance teams

• Technology - Data & Analytics team

• Technology Platform teams

• Operational leaders

• US Analytics Lead

External:

• HR system providers and platform partners

• Data analytics or BI solution vendors

• External consultants supporting workforce transformation (where applicable)

• Auditors or regulatory bodies (where workforce data compliance is required)

Qualifications & Experience

Essential:

• Degree-level qualification (or equivalent experience) in Data Analytics, Business, HR Analytics, Statistics or related discipline.

• Significant experience in workforce analytics, people insight or HR data analysis within a complex organisation.

• Proven experience in financial modelling and cost-of-change analysis relating to workforce initiatives.

• Strong analytical capability with experience in trend analysis, forecasting and scenario modelling.

• Experience producing executive-level insight and narrative reporting.

• Advanced proficiency in analytics and visualisation tools (e.g., Power BI, Tableau, advanced Excel; SQL desirable).

• Experience working with HRIS platforms (e.g., Workday, SAP SuccessFactors, Oracle HCM or similar).

Desirable:

• Experience operating within a shared service or matrix organisational model.

• Exposure to organisational design and workforce efficiency analysis.

• Knowledge of public sector workforce structures or regulated environments.

• Professional qualification or certification in analytics, HR or finance.

• Experience implementing or optimising people analytics systems.

Competencies Required

Maximus Competencies:

• Embraces Respect.

• Partners Effectively.

• Creates Innovative Solutions.

• Focuses on the Customer.

• Demonstrates Compassion.

• Takes Responsibility & Acts with Integrity.

Individual Competencies:

• Strategic Insight - Ability to connect workforce data to broader organisational strategy and performance outcomes.

• Commercial Acumen - Understands cost drivers and financial implications of people decisions; aligns analytics to value creation and efficiency.

• Analytical Rigor - Applies structured, hypothesis-driven thinking with high attention to data accuracy and integrity.

• Influencing & Communication - Converts complex analysis into clear, persuasive insight for senior stakeholders.

• Collaboration & Partnership - Works effectively across HR, Finance, Operations and Data teams within a matrix structure.

• Technology Enablement - Leverages systems and tools to automate, enhance and mature analytics capability.

• Continuous Improvement Mindset - Proactively seeks opportunities to improve data quality, reporting processes and insight impact.

Travel Requirements:

UK wide as required.

EEO Statement

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