Senior Associate I – People Analytics (Performance & Feedback)

A. F. Ferguson & Co. (a member firm of the PwC network); Karachi Division; On-site; PKR 892,800 - 1,339,200; Full time

Job summary

A. F. Ferguson & Co., a member firm of the PwC network, is seeking a Senior Associate I – HR Analytics in Karachi to design and manage analytics frameworks that drive talent decisions.

The role demands a Bachelor's degree, 2.5–4 years of HR analytics experience, and proficiency in Power BI and Excel. Key responsibilities include managing performance metrics and stakeholder communications. The position offers a commitment to diversity and an inclusive working environment.

Qualifications

• Minimum 2.5–4 years of experience in HR analytics or related functions.
• Proven experience in building dashboards and delivering workforce insights.
• Strong analytical thinking and problem-solving skills.

Responsibilities

• Manage data architecture for performance cycles including goal-setting and promotions.
• Build and maintain Power BI dashboards integrating core HR metrics.
• Develop concise updates that translate analytics into clear messages.

Skills

Power BI

Microsoft Excel

Data Analytics

Analytical Thinking

Communication Skills

Stakeholder Management

Education

Bachelor's degree in Human Resources, Business Analytics, or related discipline

Tools

DAX

Power Query

Talent Management Systems

Job description

Job Description

At PwC, the Senior Associate I – HR Analytics is a key member of the Human Capital Development function, responsible for designing and managing analytics frameworks, performance reporting, and insights that inform talent decisions. The role requires strong technical capability, sound judgment, and independent ownership of HR analytics projects in close partnership with HC leadership and business stakeholders.

Responsibilities

• Performance Management Analytics & Cycle Support
  • Manage data architecture for performance cycles (goal‑setting, mid‑year, year‑end, promotions)
  • Maintain performance tracking against KPIs and competency frameworks at individual, team, and unit level
  • Track compliance (submissions, completion, feedback participation) across levels and service lines
  • Produce cycle‑close analytics (completion, rating distributions, ranking compliance, BU comparisons)
  • Ensure data integrity and audit trails in line with governance standards.
• Feedback Analytics & Compliance Monitoring
  • Administer and analyze firm‑wide feedback data (participation, quality, trends)
  • Develop automated dashboards on feedback compliance and quality for HC leadership
  • Conduct basic sentiment/thematic analysis on qualitative feedback to surface key themes and gaps
  • Maintain feedback effectiveness scorecards against defined benchmarks
  • Flag non‑compliance and recommend actions to strengthen the feedback culture.
• Advanced Data Analytics, Dashboarding & Reporting
  • Build and maintain Power BI dashboards integrating core HR metrics (performance, feedback, attrition, promotions, headcount)
  • Create DAX measures and KPIs to support real‑time monitoring
  • Cleanse, transform, and validate HR data to maintain high data quality
  • Use advanced Excel (pivot tables, XLOOKUP, dynamic arrays, Power Query) for ad‑hoc analyses.
• HR Technology & Systems Management
  • Act as functional administrator for talent management platforms (data uploads, configuration, access)
  • Support testing and rollout of HR technology modules and integrations.
• Change Management & Strategic Communications
  • Develop concise decks and updates that translate analytics into clear messages for stakeholders
  • Prepare visual and infographic summaries for leadership forums and firm‑wide communications
  • Coordinate with Communications to ensure timely and consistent messaging on performance cycles, feedback, and HC programs
  • Collaborate with Departmental leads to run the entire Performance Cycle.
• Stakeholder Management
  • Be the primary point of contact for stakeholders during the execution of different stages of performance cycle.

Qualifications

• Bachelor's degree in Human Resources, Business Analytics, Business Administration, or a related discipline.
• 2.5–4 years of progressive experience in HR analytics, people operations, or performance management functions.
• Advanced proficiency in Power BI (including DAX and data modeling), Microsoft Excel (Advanced), Power Query, and talent management systems (TMS).
• Experience building dashboards and delivering actionable workforce insights.
• Strong written and verbal communication skills for technical and non‑technical audiences.
• Exposure to performance management systems, feedback platforms, or talent tools in a corporate or professional services environment.
• Strong analytical thinking and problem‑solving.
• Effective stakeholder management.
• High attention to detail and data accuracy.

Benefits & EEO Statement

PwC A.F. Ferguson & Co. is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all.