People Systems & Insights Lead (Workday)

Sportradar; Greater London; On-site; GBP 90,000 - 130,000; Full time

Benefits offered by this job

Office-first culture

Autonomy in work

Global team collaboration

Well-being apps

Job summary

Sportradar is seeking a senior leader to own the Workday reporting and analytics function. You will design and deliver end-to-end reporting, dashboards, and data flows that empower HR, Finance and leadership to answer questions in seconds, with a focus on self-service and scalability.

You will build the data foundation to enable AI-driven insights, while ensuring data quality and security across systems. This is an office-first role with collaboration across global teams and a strong emphasis on

Qualifications

• Expertise in Workday reporting: Advanced, Matrix, Composite reports; Worksheets and Discovery Boards.
• Experience building Power BI reports and data models, including combining Workday data with other sources.
• Strong collaboration across HR, Finance, and stakeholders to ensure usability and data quality.

Responsibilities

• Own reporting and analytics landscape end to end: what we measure and how it’s delivered.
• Design, build and maintain Workday reports and dashboards; enable self-service across the business.
• Build data flows between Workday and other systems; connect Workday data with Power BI models.
• Lay data foundations to support AI tooling; ensure clean, well-governed people data.

Skills

Workday reporting

Power BI dashboards

Cross-functional collaboration

Data security

Tools

Power BI

Workday

Job description

People Systems & Insights Lead (Workday)

• Full-time

We’re the world’s leading sports technology company, at the intersection between sports, media, and betting. More than 1,700 sports federations, media outlets, betting operators, and consumer platforms across 120 countries rely on our know-how and technology to boost their business.

This is the role that decides what we report on, not just how we report it. Workday People Analytics is live, and the next chapter is turning that into a reporting function our stakeholders pull from rather than queue for. You'll own the reporting and analytics landscape end to end: what we measure, how it reaches people, and how Workday data connects to the rest of our systems in Power BI. HR Business Partners, Finance and senior leadership should be able to answer their own questions in seconds, and your work is what makes that true. You'll also build the data foundation that lets our reporting capability scale through AI rather than through headcount. This is a senior remit with hands‑on delivery attached: you set the direction, you build it, and you still turn around the urgent Tuesday‑afternoon request.

THE CHALLENGE

• Reporting strategy: Own what we report on. Challenge the metrics that no longer earn their place, retire what nobody opens, and put forward what leadership should be looking at instead.
• Reports and dashboards: Design, build and maintain all custom Workday reports and dashboards, including advanced, matrix and composite reports and calculated fields.
• Discovery Boards and People Analytics: Build and optimise Discovery Boards, People Analytics content and Worksheets, and drive adoption so they become the default place people look.
• Self‑service and enablement: Understand the decision behind each request and design reporting that answers the next three questions too. Train stakeholders so they can serve themselves.
• Cross‑system data: Build and maintain the data flows between Workday and other systems, including Power BI models that combine Workday data with other sources.
• AI readiness: Lay the data foundation that AI tooling can be pointed at safely and usefully - clean, well-structured, well-governed people data.
• Data quality and security: Run regular validations, and design reporting security so the right people see the right data without friction.
• Automation: Automate recurring reporting (e.g. RaaS-enabled reports, scheduled deliveries) so effort shifts from producing reports to improving them.
• BAU delivery: Handle day‑to‑day reporting requests to a high standard, and use the patterns in them to build something better.

ABOUT YOU:

• Expertise in Workday reporting, including Advanced, Matrix and Composite reports, Calc Fields, Worksheets, and Discovery Boards. People Analytics SKU experience
• Hands‑on experience with Workday security: domain and business process security, report‑level security, and designing access for sensitive people data.
• Experience building and maintaining Power BI reports and data models, including combining Workday data with other sources.
• Strong understanding of Workday data structures and organizational design
• Ability to collaborate across HR, Finance, and business stakeholders with a focus on usability and data quality
• The judgment to push back on a reporting request and propose a better answer, and the pragmatism to turn around the urgent ones

Nice to Haves:

• Experience in Workday People Analytics SKU
• Eager to experiment with AI and how to scale automations and analysis for the function
• Experience training or enabling non‑technical stakeholders on self‑service reporting
• Configuration experience in an additional Workday module: HCM, Recruiting, Talent, Adv Compensation, Performance, Time, Absence, Benefits

OUR OFFER:

A collaborative environment with colleagues from all over the world (Engineering offices in Europe, Asia and US) including various social events and teambuilding.

Flexibility to manage your workday and tasks with autonomy.

A balance of structure and autonomy to tackle your daily tasks.

Vibrant and inclusive community, including Women in Tech and Pride groups which welcome all participants.

Global Employee Assistance Programme.

Calm and Reulay app (leading well‑being apps designed to support focus, quality rest, mindfulness, and long‑term mental resilience).

While we appreciate the flexibility and benefits of working from home, we strongly believe that coming together in person fosters stronger connections, encourages collaboration, and drives innovation - both as individuals and as a company. The energy, shared ideas, and team support we experience in the office strengthen the foundation of our success and culture. For this reason, we are an office‑first business operating a on‑site model, with team members working in the office four days a week to build relationships, exchange ideas, and grow together. Certain exemptions may apply depending on location - your local point of contact can provide further details.

OURRECRUITMENTPROCESS:

Initial Screening: A quick chat with our Talent Acquisition Partner to understand your background and expectations.

Two Technical Interviews: Meet with the Technical team and later with the Hiring Manager to dive into your solution, as also discuss team fit.

Onsite Interview:Meet with the local team and take a tour of our office for a final meet‑and‑greet.

Finals Steps: Receive feedback and, if successful, an offer!

At Sportradar, we celebrate our diverse group of hardworking employees. Sportradar is committed to ensuring equal access to its programs, facilities, and employment opportunities. All qualified applicants will receive consideration for employment without regard to age, race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. We encourage you to apply even if you only meet most of the requirements (but not 100% of the listed criteria) – we believe skills evolve over time. If you’re willing to learn and grow with us, we invite you to join our team!

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