Who is Better at People Analytics: Data Scientists or HR Professionals?

As the field of People Analytics continues to grow, one question keeps surfacing: who is better suited for this role—people with a background in data science or those with experience in HR? After diving deeper into both perspectives, I believe that neither holds an exclusive advantage. In fact, the real power comes from combining both.

Data Science Background: A Powerhouse for Data-Driven Insights

Let’s face it: people with a data science background have an incredible edge when it comes to the technical side of People Analytics. They can code, analyze complex datasets, and build predictive models that give organizations insight into turnover risks, productivity trends, and other key metrics.

However, data scientists often lack the context needed to understand the human dynamics at play. Workforce data is messy and complex, and while they may uncover patterns, interpreting these trends in a way that drives meaningful change requires a deeper understanding of human behavior and organizational culture. That’s where HR professionals come in.

HR/People Background: Understanding the "Why" Behind the Numbers

HR professionals, on the other hand, bring a wealth of experience in understanding people dynamics, engagement, culture, and the ever-important human side of the business. We’ve worked closely with teams, managers, and employees. We know the struggles of attracting and retaining talent, managing performance, and fostering inclusion.

But one of the challenges for HR professionals is becoming proficient with the tools and methodologies of data science. Many HR teams are still getting comfortable with using advanced analytics to drive decision-making. That’s where learning the basics of data analysis becomes essential for HR professionals who want to thrive in People Analytics.

How This Affects People Analytics

When organizations lean too heavily on data science without considering the human context, they risk making decisions that feel detached and purely numbers-driven. This could lead to decisions that don't resonate with employees or solve the root problems.

On the flip side, relying only on HR professionals without the technical expertise of data scientists may limit the depth of insights a company can gain. Data can highlight trends we might miss through intuition alone.

The Real Solution: Combining Both for Maximum Impact

Here’s the truth: People Analytics is at its best when data science and HR work hand in hand. By combining the technical proficiency of data scientists with the human insight of HR professionals, companies get a holistic view of their workforce.

The magic happens when:

• HR professionals learn the fundamentals of data analysis and partner with data scientists to understand advanced methodologies.
• Data scientists collaborate with HR to interpret data with a people-centric mindset, ensuring the insights lead to strategies that benefit employees and the organization as a whole.

In my experience, this cross-functional collaboration produces insights that drive real change—both for employees and the business.

Bridging the Gap as we move forward, the future of People Analytics lies in building teams that understand both the people and the data. HR professionals need to be open to learning analytical tools, while data scientists must develop an appreciation for the human side of analytics. When we bring these strengths together, People Analytics has the potential to revolutionize not just how we understand our workforce, but how we create a more engaging, inclusive, and productive work environment.

What do you think?

• Do you think people with a data science background can effectively interpret the human side of workforce data, or is HR experience essential for that?
• How can organizations better foster collaboration between data scientists and HR professionals in People Analytics?

I’d love to hear your thoughts!