Senior Associate I – People Analytics (Performance & Feedback)

pwc; Karachi Division; On-site; PKR 1,800,000 - 3,000,000; Full time

Job summary

PwC is seeking a Senior Associate I – HR Analytics in Karachi to design analytics frameworks, manage performance reporting, and deliver executive-ready insights for talent decisions. The role requires strong analytics, data quality, and partnership with HC leadership to drive cycles, dashboards, and HR technology administration.

You will build Power BI dashboards, develop DAX measures, and collaborate on change management and communications to ensure timely, accurate insights for leadership

Qualifications

• 2.5–4 years of progressive HR analytics, people ops, or performance management experience.
• Bachelor's degree in HR, analytics, or business administration.
• Advanced Power BI and Excel skills required.
• Experience building dashboards and delivering actionable workforce insights.

Responsibilities

• Design and manage analytics frameworks and executive-ready insights for talent decisions.
• Develop dashboards combining performance, feedback, attrition, promotions, and headcount.
• Ensure data integrity and governance across HR analytics projects.
• Support change management and strategic communications for performance cycles.

Skills

Power BI

DAX

Excel (Advanced)

Power Query

Data Modeling

Stakeholder Management

Data Visualization

Analytical Thinking

Education

Bachelor's degree in HR/Analytics/Business Admin

Tools

Talent Management Systems (TMS)

Job description

Line of Service

Internal Firm Services

Industry/Sector

Not Applicable

Specialism

IFS - Human Capital (HC)

Management Level

Senior Associate

Job Description & Summary

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.

This role requires strong analytics skills, solid understanding of performance management cycles, and the ability to convert complex workforce data into concise, executive-ready insights.

Examples of the skills, knowledge, and experience required at this level include, but are not limited to:

1. 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.

2. 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

3. 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

4. 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

5. 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

• Collaborating with Departmental leads to run the entire Performance Cycle

• Need exceptional communication and stakeholder management skills

• Be the primary point of contact for stakeholders during the execution of different stages of performance cycle

Educational Requirements:

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

Experience Required:

2.5–4 years of progressive experience in HR analytics, people operations, or performance management functions

Technical Tools and Knowledge:

Advanced proficiency in Power BI (including DAX and data modeling), Microsoft Excel (Advanced), Power Query, and talent management systems(TMS)

Additional Skills:

• 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

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

Education

(if blank, degree and/or field of study not specified)

Degrees/Field of Study required:Degrees/Field of Study preferred:

Certifications

(if blank, certifications not specified)

Optional Skills

Accepting Feedback, Accepting Feedback, Active Listening, Alteryx (Automation Platform), Analytical Thinking, Communication, Creativity, Data Analytics, Data Cleaning, Data-Driven Decision Making (DIDM), Data Entry, Data Integration, Data Migration, Data Quality, Data Visualization, Embracing Change, Emotional Regulation, Empathy, Human Resources (HR) Consulting, Human Resources (HR) Metrics, Human Resources (HR) Project Management, Human Resources (HR) Report, Human Resources (HR) Technology Solution Architecture, Human Resources Information System (HRIS), Human Resources Management (HRM) {+ 18 more}

Travel Requirements

Not Specified

Available for Work Visa Sponsorship?

No

Government Clearance Required?

No