The appointment
What the business needed.
The brief
A financial services business wanted to use workforce data in its decisions on planning, engagement and retention. Its leaders needed analysis they could act on, not just dashboards.
What made it hard
The role was both technical and commercial. It needed someone who could build models and run a central function, and who could also take the findings to senior leaders and change the decisions they made. Many analytics specialists are strong on one side of that and not the other.
Who we found
An HR analytics leader with experience of predictive modelling and of building a people analytics function, who was comfortable working directly with leadership.
What changed
The person appointed built a central people analytics function, introduced predictive modelling tools and worked with leadership to apply the findings. Their analysis supported restructuring, diversity, equity and inclusion initiatives, and performance management. It helped leaders make quicker, better-informed and more inclusive people decisions.
Role focus
What the role covered.
HR Analytics
Project Management
Confidentiality
A note on confidentiality.
We only share client and candidate names with their permission. Each overview covers the completed appointment. Responsibilities in the brief describe what the person was hired to do.
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