12/18 People Analytics Roles Review - Closing out 2024

550+ open roles here ? 12/18 Update to the One Model Roles Page

Topics in this edition:

1. People Analytics is growing - Livedata and Insight222 data points
2. 2024 in review - Another great year of roles in People Analytics
3. The HRIS leader aka People Analytics leader - When does it become a PA role?
4. Highlighted roles!

People Analytics is growing

The People Analytics field is closing out 2024 on a decidedly upward trajectory. Not only are we seeing a surge of new roles and activity on the job board, but we also have data to back it up—courtesy of two powerhouse sources: Insight222 and Live Data Technologies .

Roles page

On the job board, we’ve seen an approximate 30% increase in tracked People Analytics roles between 2023 and 2024. While I’ll caveat that this metric reflects only what I can find -meaning it can be influenced by duplicate posts, re-listings, or missed opportunities - the broader trend still holds. We’ve not seen any sustained downturn in 2024 postings compared to last year. This remains a promising signal that demand for People Analytics talent is not just stable, but consistently growing.

Insight222

The latest 2024 People Analytics Trends report from the brilliant team at Insight222 is always a highlight of the year, and this time is no exception. Their data shows a continued increase in the ratio of People Analytics team members relative to total employee headcount—a clear sign that our function is expanding within a broad range of mature organizations. This growth isn’t limited to talent. According to Insight222, 68% of the companies in their research increased investment in analytics dashboards or other specialist PA technologies over the past 12 months.

And I can confirm that trend from the front lines. At One Model, we’ve seen a significant uptick in requests for proposals and demos heading into 2025. The holiday season typically slows things down, but this year it’s full-steam ahead. On that note - it's not too late to put One Model on your letter to Santa!

Live Data - People Analytics study

Now let’s address a familiar challenge: defining and tracking the People Analytics labor market. Whether we’re talking “Talent” vs. “Workforce” vs. “HR” or “Analytics” vs. “Insights” vs. “Research,” job titles in this space vary widely. Over two years, we’ve cataloged more than 6,000 roles on the board and encountered nearly 4,000 distinct title variations.

With this in mind, I worked with Jason Saltzman at Live Data Technologies on some very specific job title queries to try to best capture the job changes and employment over time from the overall PA labor market. Live Data's real-time job change data monitors individuals and their employment. Their data set offers insights into the latest trends for people, roles, companies, sectors, industries, and macro analyses like this one. We looked individually at common phrases, keywords, and search terms to identify the best queries and then broke those phrases into five categories to search their sample of US workers.

Core - Core People Analytics roles

Examples keywords: "People Analytics, HR Analytics, People Insights, HR Research, etc"

These titles unquestionably identify as People Analytics roles. There’s plenty of variation—analytics, insights, research, intelligence, data—but they collectively form our “core” cohort.

TI - Talent Intelligence and WFP roles

Example keywords: "Workforce Management, Workforce Planning, Talent Intelligence, etc"

Roles that often overlap with People Analytics or sit nearby. Due to the overlap in function and the high likelihood of talent crossing over into these roles, we tend to include these roles on the job board if they are stated in the JD to be analytically heavy. Sometimes they are more focused on recruiting - so I use judgement before adding them to the board.

Reporting - Reporting and HRIS system reporting roles

Example keywords: "HR report, Workday report, SAP report, Prism report"

I’m a “big tent” People Analytics believer. Reporting and analytics are deeply intertwined (triage, career pathing, partnership trust, etc) and I'm happy to debate that with anyone anytime. But I know some define PA more narrowly, so we’ve broken out these roles separately. If you’re in the camp that counts reporting pros as part of the PA family, great. If not, you can filter this group out on the dynamic chart found on the roles page.

Data - Data engineering and data management roles

Example keywords: "HR data, "Workforce Data, People data"

Another “big tent” category. HR data engineers often work alongside People Analytics teams. We include them because many PA leaders still hire data engineering talent directly. Our queries pick up HR data engineers and similar roles that might otherwise be overlooked.

Analyst - Catch-all term in HR

Example keywords: "HR analyst, workforce analyst, people analytics, HR systems analyst, HRIS analyst"

The generic “HR analyst” title unfortunately can mean almost anything. It's a goto term for a junior people analytics role but also a generalist supporting HRBPs. Without reading every job description closely, it’s tricky. We do our best on the job board, but it’s one area where diligence and a bit of artful judgment still apply.

So here are the results:

Core People Analytics Jobs are on the rise

Overall People analytics jobs are on the rise

Takeaway:

What's really notable is you can see the post-pandemic boost in PA talent and then that growth fell flat, but not negative, for the past 2 years. However, this quarter in particular heading into the end of 2024, we've seen something take off.

As I mentioned I can reflect that with activity we've seen at One Model and interest in our people analytics platform. We're seeing significant outreach for demos heading into 2025 as folk are looking to prepare for more growth in 2025. Will be very interested to track postings in January to see what happens as budgets are released. I get the feeling this will be a big year.

Acknowledgments

Many thanks to the Insight222 team for their ongoing contributions to understanding our space, and to Jason Saltzman and the crew at Live Data Technologies for their swift and helpful analysis. I’m looking forward to more exploration and continuing these updates as we move into 2025.

2024 in review!

We’ve looked ahead, now let’s look back. Running the One Model roles page over the past two years has been a blast, and it’s been even more rewarding to see how these insights have helped so many of you navigate this evolving landscape. Watching teams grow, adapt, and carve out new specialties has been the highlight of this entire project.

Of course, no analytics job board would be complete without some basic stats to back it all up, and 2024 gave us plenty to talk about. We’ve tracked significant growth over the past year—though I’m the first to admit it’s tough to distinguish how much stems from genuine expansion in the field versus getting sharper at the whole update process. Regardless, the trend line is moving up, and that’s a solid sign of momentum for People Analytics overall.

The complexity of job titles is on full display, especially when you dive into the top Director-level roles. Searching for “People Analytics” won’t snag “People Data & Analytics,” which can feel like running into a sorting puzzle at every turn. Add to that a noticeable rise in “Operations” roles—something I’ve covered in-depth in my Workforce Systems Leaders white paper—and you start to see why I’ve found tracking these shifts so fascinating. It’s not just about more jobs; it’s about a field that’s actively redefining itself for the future.

The HRIS leader aka People Analytics leader - When does it become a PA role?

Defining what makes someone an “HRIS leader” is more complicated than it looks. HRIS traditionally denotes software solutions that manage key HR information, but the term’s meaning continues to evolve. In practice, many of these roles now extend beyond systems administration and into data stewardship, reporting, and analytics.

At a high level, an HRIS leader oversees the technology workforce infrastructure—everything from systems management to data governance. But the reality is that these roles often include analytical components, and some appear to be People Analytics positions operating under an HRIS title. For those searching for a path into People Analytics, it’s worth exploring these HRIS postings. They might represent a strategic entry point into the field, offering a way to build a strong foundation in data and tools that underpin advanced analytics work.

Below are eight roles from the 12/16 update that show what’s really inside these HRIS titles:

Director of HRIS, AccruePartners - Link

• This role will focus on utilizing data to drive HR strategy, streamline reporting processes, and apply predictive analytics to support future workforce planning and decision-making.
• The ideal candidate will be a data-driven leader with deep expertise in HRIS systems and a strong background in analytics.

Director, HRIS, Shiseido - Link

• Data-driven decision making: Utilizing data collected through HR technology to make HR strategies and decision-making more specific and effective.
• Realize the global/regional standardization of data structure/definition, workflow, and templates, and partially achieve organizational capability improvement and operational efficiency by commonizing the HR database globally.

Manager HRIS & Data Analytics {A}, ARKA Group, L.P. - Link

• Oversee all HR reporting. Fulfill monthly/quarterly data requests from internal and external partners. Provide reports and analysis for quarterly reporting to leadership.
• In partnership with staffing, create and maintain staffing dashboard.
• Fulfill adhoc requests for data analytics.

HRIS Systems Manager, Banff Centre for Arts - Link

• Reporting: Develop and support HR reporting and dashboards. Generate and analyze HR and payroll reports to support strategic decision-making, such as labor costs, benefits analysis, and workforce metrics. They will also provide timely data for grant or external reporting deadlines (e.g., FIRS report, US tax return, WCB annual reporting, etc.).

HRIS - SharePoint & Power BI, American Airlines - Link

• Demonstrated proficiency in data analysis, reporting, workflow automation, and collaboration tools, including Alteryx and Tableau
• Strong understanding of data modeling and best practices in data visualization

HRIS Systems Analyst, Bridgestone Americas - Link

• Create complex custom reports and calculated fields to provide the required data form Workday system to end user.
• Perform Organizational management changes and analysis

Sr. Analyst, HR Data (HRIS), Foot Locker - Link

• Provide statistical support to the HRIS team to support Data cleansing and definition
• Develop analytical reports, conduct data analysis, perform information synthesis, and summarize results
• Collaborate with stakeholders to design and implement studies, analyze data, and provide them with recommendations based on the results.

HRIS Analyst, Grocery Outlet - Link

• Create, maintain, and analyze HR reports, dashboards, and metrics to support HR decision-making.
• Assist with the development and automation of regular and ad-hoc reports.
• Provide data analysis on HR trends, such as turnover, recruitment, and employee engagement.

Takeaway:

Are the roles labeled HRIS mainly people analytics? Probably not. Are all roles labeled HRIS people analytics roles? Definitely not.

But are there some roles in HRIS well suited for people analytics leaders and are some HRIS roles mistitled as HRIS when they really would prefer a .5 or 1x people analytics team member? Looks like that may be the case.

When building the job board, I try to filter out the HRIS roles that do not have any reporting or analytical components. But when I see keywords like "Statistical analysis" or "complex reporting", that starts to feel like it needs to be on the job board.

What do you think? Does HRIS qualify as a People Analytics role? Should the whole domain sit under a broader “information systems” abstraction? Share your thoughts in the comments.

Highlighted roles

I love all the roles posted on the One Model roles page, but some seem to jump off the page a little more due to unique roles and some incredible hiring managers out there. Here's a sample of some of the top jobs added in the latest update!

https://www.onemodel.co/roles-in-people-analytics-hr-technology

Ten highlighted opportunities

Director+

1. Global Leader of HR Data & Analytics, Albemarle Corporation - Link
2. Director, HR Data & Governance, l'Oréal - Link
3. SVP HR Research, Mass General Brigham - Link
4. Director, People Analytics, Okta - Link

Manager/Senior Manager

1. Team Leader, People Analytics, Rocket Companies - Link
2. People Analytics Manager, Coinbase - Link
3. Manager, HR Analytics Solutions, Royal Bank of Canada - Link

Individual Contributor

1. Senior Analyst, People Analytics & Insights, American Cancer Society - Lin
2. HR Analytics Partner, Bunge - Link
3. Senior People Analyst, EquipmentShare - Link

Team shout-out!

And a special shout out to Emma Crockett who is continuing to build out the incredible team at Atlassian. Really excited to learn more about what Atlassian is up to in 2025!

1. 3x roles at Atlassian - Link, Link, Link

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!

550+ open roles here ? 12/16 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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