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HR Analytics: Senior Analyst (Corporate Data & Reporting)

June 3, 2026

<h2>Overview</h2> <h2>About the Role & Team</h2> <p>IDC is seeking a highly analytical and business-minded <strong>Senior HR Analytics Analyst</strong> to join the Office of the CFO, supporting the expansion of Corporate Data & Reporting into People and Talent Analytics. This is a newly created senior individual contributor role focused on building how IDC measures, interprets, and manages workforce performance across the enterprise.</p> <p>In this role, you will partner across HR, Finance, and business leadership to define KPIs, integrate data across systems, and deliver insights that inform strategic decision-making. This role requires someone who can operate at both the technical and strategic levels, with the ability to synthesize complex workforce data, identify meaningful trends, and prepare executive-ready materials for senior leadership, CFO-level review, and potential Board-facing discussions.</p> <p>The ideal candidate will bring strong analytics depth, business acumen, high attention to detail, and the communication skills to translate People and Talent data into clear, leadership-ready narratives that connect workforce trends to broader enterprise performance.</p> <h2>What You’ll Do</h2> <ul> <li>Develop and scale People Analytics reporting, dashboards, and workforce intelligence aligned to enterprise KPI standards.</li> <li>Partner with HR, Finance, and business leaders to define, track, and interpret key talent metrics, including attrition, engagement, hiring, workforce trends, organizational health, and workforce planning indicators.</li> <li>Integrate data across HR systems, financial systems, and other platforms to create a single, reliable view of workforce data.</li> <li>Translate complex People and Talent data into clear, actionable insights and executive-ready materials that support strategic decision-making.</li> <li>Prepare polished reporting, presentations, and analysis for senior leadership, CFO-level review, and potential Board-facing discussions.</li> <li>Support the establishment of data governance, metric definitions, reporting standards, and data quality practices for HR and workforce metrics.</li> <li>Identify opportunities to automate, streamline, and improve reporting processes.</li> <li>Leverage AI tools and technologies to enhance analysis, insight generation, reporting efficiency, and productivity.</li> <li>Align People metrics with broader enterprise reporting, financial planning, workforce planning, and performance management frameworks.</li> <li>Support leadership-facing conversations by clearly explaining trends, risks, opportunities, and recommendations based on workforce analytics.</li> </ul> <h2>What You Bring</h2> <ul> <li>Experience operating in a senior analytics, HR analytics, workforce analytics, People Analytics, Finance analytics, or enterprise reporting role.</li> <li>Strong experience working across multiple data sources and systems, including HRIS platforms such as UKG.</li> <li>Proficiency in data visualization tools such as Power BI or Tableau, along with advanced Excel skills; SQL or similar querying experience preferred.</li> <li>Experience building or scaling reporting, dashboards, analytics frameworks, or enterprise KPI reporting.</li> <li>Demonstrated ability to prepare executive-ready analytics, presentations, and insights for senior leadership, CFO, ELT, or Board-level audiences.</li> <li>Strong executive communication skills, with the ability to translate complex data into concise, business-relevant insights for both technical and non-technical stakeholders.</li> <li>Ability to work independently with senior stakeholders and translate ambiguous business questions into structured analytics, dashboards, insights, and recommendations.</li> <li>High attention to detail, data accuracy, and presentation quality, especially when preparing materials for senior-level visibility.</li> <li>Ability to operate with discretion and professionalism when working with sensitive workforce, compensation, performance, financial, or organizational data.</li> <li>Demonstrated proficiency using AI tools, generative AI, or automation tools to improve productivity, analysis, and insight generation.</li> <li>Strong analytical and problem-solving skills with the ability to synthesize complex data and identify meaningful trends, risks, and opportunities.</li> <li>Strong business acumen with the ability to connect People metrics to broader enterprise performance, financial planning, and organizational health.</li> </ul> <h2>Why This Role Stands Out</h2> <p>At IDC, your work helps shape how the world understands technology and where it goes next. You will collaborate with curious, high-caliber colleagues who value rigor, integrity, and shared success.</p> <p>As the premier global provider of trusted technology intelligence, IDC equips business and technology leaders with the evidence they need to make confident decisions. In this role, you will help define how IDC measures and understands its own workforce, creating insights that support smarter decisions, stronger planning, and greater organizational impact.</p> <p> </p> <p><strong>What We Offer</strong></p> <ul> <li>15 vacation days (prorated based on start date)</li> <li>12 company-paid holidays</li> <li>6 paid sick days (prorated based on start date; may vary by state)</li> <li>Medical, dental, and vision coverage</li> <li>2 floating holidays (prorated based on start date)</li> <li>1 volunteer day</li> <li>401(k) company match (IDC matches 3% on the first 6% of employee contributions)</li> <li>Company-paid short-term disability</li> <li> Company-paid life insurance</li> <li>Company-paid parental leave</li> </ul> <p><strong>Compensation Transparency</strong></p> <p>At IDC, we are committed to fair and equitable pay practices. Employees are compensated equitably for their work, aligned with their skills and experience. Salary and incentive structures are determined through a rigorous process that considers experience, education, certifications, role-specific requirements, internal equity, and verified U.S. market data from an independent third-party partner.<strong>The expected total annual compensation, depending on location and experience, is between $100,000 – $115,000, inclusive of base salary and variable compensation.</strong></p> <p><strong>Equal Opportunity Employer</strong></p> <p><em>IDC is committed to providing equal employment opportunities for all qualified persons. Employment eligibility verification required. We participate in E-Verify.</em></p> <p> </p> #LI-CB1#LI-Remote

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Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...