HR Data Analyst

LGBT Great; Winchester; Hybrid; GBP 38,000 - 52,000; Full time

Benefits offered by this job

Hybrid working

Study support

Wellbeing networks

Inclusion and diversity

Job summary

LCP is seeking an HR Data Analyst to own people data, HRIS governance and reporting, ensuring accuracy and governance across systems. You will design and maintain Power BI dashboards to monitor workforce trends, and use SQL to extract, transform and validate data for reporting and integration.

Collaborating with HR and stakeholders, you will translate complex datasets into actionable insights, promote data quality and data-driven decision making, while supporting GDPR compliance and driving

Qualifications

• Degree in statistics, mathematics, computer science, data analytics or related field.
• Experience with Power BI and HR analytics preferred.

Responsibilities

• Own HR data governance across HR systems.
• Develop and maintain HRIS dashboards and reports.
• Use SQL to extract, transform and validate HR data.
• Deliver regular workforce reporting (headcount, attrition, diversity, absence).
• Collaborate with HR and stakeholders to define analytics needs.

Skills

Power BI

SQL

DAX

HRIS Dayforce

Data governance

GDPR compliance

Excel

Data visualization

Education

Statistics degree

Data analytics certification

Tools

Dayforce HRIS

SQL Server

Power BI

Job description

HR Data Analyst

At LCP we love what we do, and it shows. We help our clients make good decisions based on insightful analysis, industry expertise, and game-changing technology. Working across a wide range of sectors, including pensions and benefits, investments, insurance, energy, health, sports, and data analytics, we help our clients navigate complexity in order to take the action that matters.

What is the role?

To take ownership of the organisation's people data, HR systems and reporting ensuring they are accurate, well governed ad effectively used to provide meaningful insight. The role will deliver accurate insight that enables better workforce decisions and supports the wider people strategy.

This new role strengthens our capability to use people insight to plan, prioritise and measure impact. Working closely with stakeholders, it will also help drive continuous improvement in data quality, reporting and HR systems, contributing to a more consistent and data-driven approach across the people function.

• Own HR data governance ensuring accuracy, consistency and integrity across HR systems.
• Support the configuration, maintenance and continuous improvement of the HR information system (HRIS), including employee/partner and manager self-service functionality.
• Design, build and maintain Power BI dashboards to monitor workforce trends and outcomes, integrating HRIS data with other systems (e.g. recruitment, finance and engagement platforms).
• Use SQL to extract, query, validate and transform data to support reporting, analysis and integration across systems.
• Deliver regular workforce reporting and analysis (e.g. headcount, attrition, diversity, absence), along with timely ad hoc reports as required.
• Partner with the HR team and business stakeholders to define reporting and analytics needs and deliver appropriate solutions.
• Translate complex datasets into clear, actionable insights to support evidence-based decision-making.
• Promote effective use of people data by supporting and upskilling HR colleagues in the use of dashboards and reporting tools.
• Identify, investigate and resolve data quality issues working with HR team and system owners to improve data capture and underlying processes.
• Ensure all employee data is handled in line with GDPR and internal data protection policies, maintaining strict confidentiality and appropriate access controls.
• Identify and support opportunities to automate HR reporting and data processes to improve efficiency and reduce manual effort.
• Explore and implement AI and automation solutions to enhance HR operations, reporting and analytics capability.
• Collaborate with Digital Services and other stakeholders to integrate automation and AI solutions into HR systems and processes.
• Stay up to date with emerging trends and best practice in data analytics, people analytics, AI, automation and HRIS development.

Qualifications:

• Degree or equivalent qualification in statistics, mathematics, computer science, data analytics or a related discipline or equivalent practical experience.
• In-depth practical experience of Power BI (relevant certification would be an advantage).

Skills/Experience Required:

• Substantial, hands-on experience in a Data Analyst, Business Intelligence Analyst, People Analyst or similar role, with a track record of delivering reporting and analytical solutions.
• Strong practical SQL and XML skills, including writing queries to extract, join, transform and validate data.
• Experience designing, developing and maintaining Power BI dashboards and reports.
• Practical experience using DAX, Power Query and data modelling techniques.
• Strong analytical skills with the ability to interpret complex datasets and translate them into meaningful insights and recommendations.
• Experience extracting, transforming and combining data from multiple systems.
• Strong attention to detail and a structured approach to investigating and resolving data issues.
• Strong communication skills, with the ability to explain technical or analytical concepts to non-technical audiences.
• A good understanding of data protection principles, including GDPR, and the importance of confidentiality when handling sensitive information.
• Proficiency in Microsoft Office, particularly Excel.
• Ability and willingness to learn HR systems, processes and workforce measures.

• Experience working with HRIS systems (preferably Dayforce), HR reporting or people analytics.
• Understanding of workforce measures such as headcount, attrition, diversity and absence.
• Experience supporting system configuration, maintenance or improvement.
• Experience automating reporting or data processes, including the use of AI or other automation tools.
• Experience supporting HR or workforce-related projects.

• Hands-on and comfortable managing multiple priorities in a fast-paced environment.
• Analytical, structured and solutions-focused approach to problem-solving.
• Collaborative team player who can also work independently and take ownership.
• Builds effective relationships across functions and levels of seniority.
• Highly organised with strong attention to detail and accuracy.
• Flexible, pragmatic and able to maintain discretion when handling sensitive data.

What’s in it for you?

Take a look at our and Career stories pages to see why our people love being here! As well as joining a certified B-Corp, multi-award winning, fun, collaborative, people first organisation where your personal and professional skills will be developed to make you the best you can be, we offer an attractive benefits package designed to promote your overall wellbeing so that you are able to perform to your full potential both in and out of work. Currently our core benefits package includes:

For you:

• Hybrid working (see top of the advert for details)
• Professional study support (where applicable)
• Access to our internal Wellbeing, LGBTQ+, Multicultural and Women’s networks

For your family:

• Life assurance
• Income protection
• Enhanced maternity/paternity/adoption and shared parental leave

For your health:

• 26 days annual leave (pro-rata for part-time working) plus bank holidays most of which can be taken flexibly!) with options to buy & sell holiday
• Private medical insurance
• Discounted gym memberships, critical illness and dental insurance through our flexible benefits
• Eye care vouchers
• Cycle to work scheme
• Digital GP services

For your wealth:

• Competitive pension scheme
• Discretionary bonus scheme
• High street discounts

For others:

• Volunteering opportunities

For the environment:

• Electric vehicle salary sacrifice scheme (qualifying period applies)

And much more!

We continuously strive to build an inclusive workplace where all forms of diversity are valued, including age, background, disability,

LCP is committed to making our opportunities accessible to all and would welcome you getting in touch to let us know if an adjustment can be made to help with your application. This may be extra time for assessments, pre-interview site visits, interview structure or questions, or asking us about building accessibility. Whatever it may be, please get in touch via our dedicated email address - to discuss how we can support you with your application.

LCP operates a Preferred Supplier List (PSL) for recruitment agencies which is reviewed annually. We do not accept unsolicited CVs from agencies who are not part of our current PSL. LCP only pay agency fees where we have a signed agreement in place, and the agency has been instructed by a member of our recruitment team to supply CVs via the Applicant Tracking System (ATS) for a legitimate, open vacancy. If this process is not adhered to, LCP reserve the right to contact these candidates directly and have discussions with them without paying any agency fees. We do not pay agency fees when speculative and unsolicited CVs are submitted to any employee or Partner at LCP.