HR Data Scientist

IDEMIA Group; Indiana; On-site; USD 90,000 - 140,000; Full time

Job summary

IDEMIA Group is seeking an HR Analytics Specialist to transform workforce data into predictive models, dashboards, and actionable insights. You will collaborate with HRIS and IT teams to ensure data quality, governance, and privacy while enabling data-driven decisions across talent acquisition, retention, and planning.

You will design models for attrition forecasting, analyze headcount and engagement metrics, and build self-service dashboards for HR leadership and business stakeholders.

Qualifications

• Experience in HR analytics and data science is preferred.
• Strong ability to translate business questions into analytical approaches.
• Proficiency with BI tools (e.g., Power BI) and SQL-based data manipulation.

Responsibilities

• Predictive modeling: Design and deploy models to forecast attrition, internal mobility, hiring needs, and workforce trends.
• Workforce analytics: Analyze HR data (headcount, turnover, engagement, performance, compensation) to identify patterns and deliver insights.
• Workforce planning: Support strategic workforce planning with scenario modeling and skills gap analysis.
• Talent acquisition analytics: Measure and optimize recruitment funnels, time-to-hire, sourcing effectiveness, and quality of hire.
• Dashboards and reporting: Build and maintain self-service dashboards and KPIs (Power BI) for HR leadership and stakeholders.
• Data quality and governance: Define data quality standards across HR systems, and fix root causes of data issues.
• Data integration: Collaborate with HRIS and IT teams to consolidate data from SuccessFactors and other HR platforms into a reliable analytics environment.
• Privacy and ethics: Ensure that models and analyses comply with GDPR and internal policies, and apply responsible AI principles (bias detection, fairness, explainability).
• Stakeholder partnership: Translate business questions from HR and business leaders into analytical approaches, and communicate findings clearly.
• Innovation and continuous improvement: Identify opportunities for AI/ML and automation in HR processes, and promote a data-driven culture within the HR function.

Job description

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This role partners with HRIS and HR teams to transform workforce data into predictive models, analytics, and actionable insights, enabling data-driven decisions on talent acquisition, retention, performance, and workforce planning, while ensuring data quality, privacy, and compliance across HR systems.

Key Missions

Predictive modeling: Design and deploy models to forecast attrition, internal mobility, hiring needs, and workforce trends.

Workforce analytics: Analyze HR data (headcount, turnover, engagement, performance, compensation) to identify patterns and deliver actionable insights.

Workforce planning: Support strategic workforce planning with scenario modeling and skills gap analysis.

Talent acquisition analytics: Measure and optimize recruitment funnels, time-to-hire, sourcing effectiveness, and quality of hire.

Dashboards and reporting: Build and maintain self-service dashboards and KPIs (e.g., Power BI) for HR leadership and business stakeholders.

Data quality and governance: Define and monitor data quality standards across HR systems, and work with HRIS teams to fix root causes of data issues.

Data integration: Collaborate with HRIS and IT teams to consolidate data from SuccessFactors and other HR platforms into a reliable analytics environment.

Privacy and ethics: Ensure that models and analyses comply with GDPR and internal policies, and apply responsible AI principles (bias detection, fairness, explainability).

Stakeholder partnership: Translate business questions from HR and business leaders into analytical approaches, and communicate findings in clear, non-technical language.

Innovation and continuous improvement: Identify opportunities for AI/ML and automation in HR processes, and promote a data-driven culture within the HR function.