1/14 People Analytics Roles Review - Lookback on 2024 and HRIS Breakout

600+ open roles here ? 1/14 Update to the One Model People Analytics Roles Page

Topics in this edition:

1. Takeaways from 2024 - Lookback on the top conversations in 2024
2. HRIS breakout - New section on the job board
3. Call for speakers! Northwestern Career Meetup - Are you a hiring manager? We'd like to chat!

To check out all of the new and updated roles across US, Canada, UK, and Australia, make sure to stop by the One Model roles page. I release this newsletter as a supplementary to the job board update with some thoughts, insights, and musings, but make sure to stop by the roles page to see the growth in People Analytics for yourself:

1/14 Update to the One Model People Analytics Roles Page

Takeaways from 2024

As we wrap up another year and dive into the 9th edition of our newsletter, it’s time to reflect on the major shifts and standout moments in People Analytics this past year. From the rise of remote roles to the launch of new job titles and entire subfields, 2024 was nothing short of eventful. Below are the top five takeaways that emerged from our discussions and research—each one shaping the way we’ll approach People Analytics in 2025.

1. People Analytics roles should be remote

I still feel strongly about this one and I'll go to bat for anyone who needs help making this case. Remote work isn’t just a perk; it’s a necessity for senior People Analytics roles. The talent pool for these leaders is small, and organizations unwilling to embrace remote options are hard stop just missing out on top candidates. Distributed teams were already the norm in this field before covid and covid accelerated that move. Leadership needs to reflect that reality. People Analytics professionals, often pioneers in studying remote work, understand its benefits deeply and are opting for roles that align with those insights.

?? For more on the argument, check out the LinkedIn conversation and our blog on the topic

2. Challenges in the job market

It’s been a weird year for the job market. In some cases, the roles are there, the candidates are there, but connecting them has gotten harder. Oversaturation in candidate pipelines, rapid closures of roles, and the explosion of job titles all make it challenging to navigate.

I heard from candidates who prepared to apply for a role only to find it closed within 20 hours. I’ve seen recruiters overwhelmed by mass applications, with many great candidates getting lost in the process. And with over 6,000 unique job titles cataloged, finding the right fit has never been more complicated.

So what’s the takeaway? Organizations should leave roles open longer and embrace more flexibility in their hiring processes. For candidates, my advice is to apply broadly, don’t self-select out based on location or title, and keep pushing forward. The market may be tough, but persistence and adaptability will pay off.

?? "It's getting weird out there" November Edition of the Newsletter

3. Workforce Systems Leaders

We dramatically expanded the job board this year with new roles and titles under the Workforce Systems Leaders umbrella. This role is designed to oversee and optimize the people data supply chain—spanning HR Strategy, Operations, Technology, Data, and Analytics. These leaders are reshaping the HR function by integrating People Analytics into broader organizational systems.

Here are just a few examples of the roles we’ve seen emerge:

• Director, HR Technology & Analytics
• Senior Director, Global HR Operations
• People Analytics, Tech & Projects Director

The trend is clear: organizations are looking for leaders who can work across multiple sub-functions to align systems, data, and analytics with strategic business goals. This role is becoming a natural career path for senior People Analytics professionals, and it’s exciting to watch the field evolve in this way.

?? Check out our Workforce Systems Leaders White Paper for more insights.

4. Infrastructure remains a challenge

As AI initiatives gain momentum, it’s becoming clear just how critical data infrastructure is for HR teams. Many organizations still struggle with foundational data issues, and while we’ve seen a resurgence of data engineering roles this year, it’s not enough.

People Analytics can’t thrive without clean, accessible data, yet many teams are still working on the basics. The push for AI has highlighted these gaps, and it’s driving some overdue investment in data engineering and architecture.

What’s the lesson here? If your team isn’t prioritizing data infrastructure, you’re going to fall behind. We're seeing a dramatic increase in data governance and data related roles in the job market. Building a strong foundation is essential to fully leveraging analytics and AI, and it’s something we all need to keep advocating for in 2025.

?? Learn more about the rise of the HRIS + Analytics Leader in the December edition of the Newsletter

5. Community and Connection Are Key

This year reminded me just how important it is to stay connected. Whether it’s through conferences, meetups, or professional organizations like the Society for People Analytics (SPA), these spaces are where the magic happens.

I’ve seen firsthand how in-person events can lead to job offers, insider tips, and new collaborations. Initiatives like the People Analytics Network Census and TALREOS career webinars have been incredible for bringing the community together and pushing the field forward.

If there’s one thing I’d encourage you to do in 2025, it’s to show up. Join a meetup, attend a conference, or just reach out to someone in the field. We’re all stronger when we’re connected, and the People Analytics community is one of the best out there.

?? Whether you are a job seeker or hiring manager, make sure to check out the TALREOS career meetup archive

HRIS Breakout: A Key Insight into the Interplay of HR Technology and People Analytics

One of the biggest takeaways from exploring People Analytics roles is how deeply intertwined HR technology and People Analytics are, especially when it comes to talent pools and role creation. While I’ve previously highlighted this connection at the Director and Senior Manager levels (particularly with the Workforce Systems Leader roles) I’ve kept all Individual Contributor (IC) positions grouped together until now. This update marks the first step in distinguishing HRIS-specific roles from broader People Analytics opportunities.

On the One Model People Analytics job board, every listed role includes reporting, analytics, or data work as a core component. When encountering HRIS roles, I try to evaluate their alignment before adding them. I make sure to include them though for early-career professionals and those looking to break into People Analytics as these roles can be a valuable entry point. While not "pure-play" People Analytics opportunities, HRIS positions often provide unique advantages, including greater access to data and exposure to systems compared to standalone People Analytics roles.

Examples of HRIS Roles That Bridge Analytics and Technology:

Here are some examples of HRIS roles with a strong analytics focus

HRIS Analyst - Alkegen - Link

• Maintain and develop custom reports, worklets and dashboards.
• Partner with internal and external customers to elicit requirements, design, build, test, and deploy HCM configuration changes, reports or dashboards.

HRIS Specialist - Goodwill Industries - Link

• Generate standard and ad-hoc reports to support HR and business needs. Analyze HR data and provide insights to HR leadership for decision-making.
• Gather and analyze data with useful HR metrics, such as employee turnover rates.

HRIS Systems Analyst - Bridgestone - Link

• Develop and run queries and reports.
• Analyze the end-to-end requirements provided by the Client to develop use cases, test plans, test cases and test scripts for Workday reporting and dashboard applications.
• Create complex custom reports and calculated fields to provide the required data form Workday system to end user.
• Utilize advanced reporting tools in Workday to create matrix, advanced, search, transpose and trending reports.

Why the Breakout Matters

By separating IC roles into broader People Analytics and HRIS-specific categories, I aim to reflect a distinction that seems to be emerging in the market. This approach provides clearer guidance for those navigating these career paths and highlights the diverse ways professionals can contribute to the analytics space.

Let me know in the comments if this distinction helps or if you’d like to see further refinements!

Call for Speakers: Navigating People Analytics Careers

I’m thrilled to share that the Navigating People Analytics Careers webinar series—hosted by the Northwestern Workforce Science Project—is actively seeking new speakers! If you’re a hiring manager with open People Analytics roles and want to share your insights, Deborah M. Weiss and I would love to have you join us for an upcoming session.

We’ve been running this webinar series for quite some time, featuring interviews and panel discussions that shed light on the evolving landscape of People Analytics. Our guest speakers cover everything from team-building strategies to the latest technologies and data trends. Best of all, we house a full archive of past sessions on our TALREOS Career Archive, so anyone can catch up on previous conversations at their own pace.

What to Expect as a Speaker

• Share Your Hiring Needs: Spotlight the roles you’re looking to fill and the qualifications that matter most.
• Discuss Emerging Trends: Offer real-world insights on where you see People Analytics heading.
• Connect With the Community: Our audience is a mix of rising professionals and seasoned experts eager to learn, network, and explore new opportunities.

Why Participate

• Visibility: You’ll have a platform to showcase your organization and open positions to a targeted, engaged audience.
• Thought Leadership: Elevate your personal brand and position your team as a destination for top People Analytics talent.
• Community Building: Help shape the conversation around People Analytics careers, contributing your unique perspective to the field.

If you’re interested in being a speaker or know someone who might be, please reach out to myself, Deborah M. Weiss , or Derek Gundersen . We’d love to collaborate and continue growing this dynamic community of People Analytics professionals!

Let’s work together to highlight new opportunities, share knowledge, and support the next wave of People Analytics leaders.

Send us your success stories!

At One Model, we’re passionate about supporting the growth of people analytics practices across organizations, primarily through our SaaS platform (learn more about One Model at www.onemodel.co). The One Model People Analytics roles page is part of this commitment, and we hope it adds value to the People Analytics community.

And we’d love to hear your success stories! If our job board helped you or a friend land a role, please share your experience in the comments or via direct message. Your stories inspire us and help us improve the page. I’ll make sure to pass along your successes to our team so we can celebrate the positive impact of our efforts.

Thank you for being part of this wonderful community and best of luck with your job search!

600+ open roles here ? 1/14 Update to the One Model People Analytics Roles Page

Thank you,

Richard Rosenow

VP People Analytics Strategy, One Model Inc.

Connect with me on LinkedIn

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