People Analytics Specialist

Nordic Investin Group Aktiebolag; Stockholms kommun; On-site; SEK 600,000 - 800,000; Full time

Job summary

Nordic Investin seeks a People Analytics Specialist to turn workforce data into actionable decisions. You will build dashboards, create consistent definitions across HR data sources and analyze retention, recruitment, absence and capacity patterns.

Working with HR, finance and business leaders, you will ensure privacy by design, present findings clearly to non-technical stakeholders, and contribute to an analytics practice that is trusted and useful.

Qualifications

• Experience in people analytics, workforce planning or HR reporting.
• Strong Excel and data visualisation capability.
• Ability to clean, reconcile and interpret imperfect datasets.
• Understanding of privacy and responsible use of employee data.
• Confidence presenting analysis to non technical stakeholders.
• Professional English and precise written communication.

Responsibilities

• Develop dashboards for workforce trends and key people measures.
• Create consistent definitions across HR data sources.
• Analyse retention, recruitment, absence and capacity patterns.
• Support workforce planning with scenario based analysis.
• Improve data quality, access controls and documentation.
• Present findings with clear limitations and practical implications.

Skills

People analytics

Workforce planning

HR reporting

Data visualization

English communication

Tools

Power BI

Tableau

SQL

Python

Job description

Nordic Investin has been engaged by a partner company to find a People Analytics Specialist. You can turn workforce data into a decision, and you know when the available data is not strong enough to support one.

The partner wants a clearer view of workforce capacity, movement, skills, engagement and organisational health. You will build trusted analysis, improve definitions and help HR and business leaders use people data without losing context or privacy.

The people function is expected to combine a strong employee experience with reliable judgement, usable processes and respect for sensitive information. Success will be visible in the quality of decisions, not simply the volume of activity completed.

How you will work

You will work with managers, employees and specialist colleagues who bring different perspectives and time pressures. The partner values early questions, careful documentation and communication that is direct without becoming impersonal. You will be expected to improve the process while continuing to deliver it.

As a specialist, you will own a defined professional area and be trusted to move work forward independently. You are expected to recognise when a question requires wider expertise, explain recommendations clearly and improve the methods or tools used by colleagues around you.

What you will do

• Develop dashboards for workforce trends and key people measures.

• Create consistent definitions across HR data sources.

• Analyse retention, recruitment, absence and capacity patterns.

• Support workforce planning with scenario based analysis.

• Improve data quality, access controls and documentation.

• Present findings with clear limitations and practical implications.

What you will bring

• Experience in people analytics, workforce planning or HR reporting.

• Strong Excel and data visualisation capability.

• Ability to clean, reconcile and interpret imperfect datasets.

• Understanding of privacy and responsible use of employee data.

• Confidence presenting analysis to non technical stakeholders.

• Professional English and precise written communication.

Experience that would add value

• Power BI, Tableau, SQL or Python.

• Predictive workforce analysis.

• Experience connecting HR and financial planning data.

A background that can succeed here

You may come from HR, business intelligence, finance or analytics consulting. We care less about one tool and more about whether you can define the question, test the data and resist turning a correlation into a confident story without evidence.

What makes the opportunity interesting

You will help move workforce discussions from instinct to informed judgement. The partner offers access to consequential questions and room to build an analytics practice that leaders return to because it is useful and trustworthy.

The exact partner, employment model, compensation, start date and working arrangement will be explained openly during the process. Nordic Investin will make sure you understand the context, expectations and decision path before you are asked to commit significant time.

The recruitment conversation

During the process, Nordic Investin will focus on concrete decisions you have made: the context you received, the alternatives you considered, the result you observed and what you would change today. You do not need every optional credential if your core experience transfers and you can explain how you would close the gap.