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Agent guide: [/agents.md](https://www.wearedevelopers.com/agents.md). --- # People Data & Analytics Specialist - **Company:** Kraken - **Location:** London, UK - **Contract:** Permanent contract - **Skills:** Artificial Intelligence, Applicant Tracking Systems, Spreadsheets, Software as a Service, Human Resources Information System (HRIS), HR Analytics, Python (Programming Language), SQL Databases, Data Streaming, Data Analytics - **Published:** June 10, 2026 - **Apply:** https://uk.indeed.com/viewjob?jk=3f7b0a5f513a6a4f ## About the Role Do you have experience in SQL?, * 1-5 years experience working with data, analytics, or BI * Preferably come from a tech, SaaS, or product-led environment * Built dashboards and reporting in a real business setting * Strong google sheets and excel user * Essential to be comfortable with SQL and know the basics of python or dbt modelling * Are comfortable working in messy or evolving data environments \uD83D\uDC49 You don't need to come from HR or People Analytics - we're happy with candidates from broader data/analytics backgrounds who are interested in applying those skills to people data. You're good at: * Turning unclear questions into structured analysis * Explaining data in a way non-data people understand * Spotting inconsistencies and fixing them * Balancing detail with speed (not over-engineering everything) Bonus if you: * Have exposure to people/HR data, compensation, or workforce analytics * Have worked with multiple systems and data sources ## Description * data sits in different places * reporting is mostly manual * definitions aren't always consistent * dashboards are limited * and we're not getting the insights we should be At the same time, the business is growing fast and expects proper, data-backed decisions - especially around hiring, retention, compensation, and benefits., * Map out what people data we have (and where it lives) * Clean it up, structure it, and make it usable * Coordinate across functions to maintain data quality maintenance * Help define consistent metrics (headcount, attrition, hiring, etc.) * Work with People Ops, Finance, and systems owners to fix gaps 2. Build reporting we can trust * Move us away from one-off reports and manual pulls * Create repeatable, reliable reporting * Own core dashboards (headcount, attrition, hiring, diversity, etc.) * Make sure numbers actually reconcile across teams * Upskill the team on basic reporting and use of tools 3. Create dashboards people will actually use * Build simple, clear dashboards for: + People team + Leadership * Focus on insight, not just data dumps * Use modern tools (BI platforms, not just spreadsheets) 4. Support compensation & benefits analytics * Partner closely with C&B on: + Gather all the benefit data from various sources and systems + benefits usage and cost analysis + pay analysis 5. Help us get more AI/data-savvy * Bring ideas on how we can use AI/tools to: + automate reporting + surface insights faster + reduce manual work * We're not looking for hype - just practical improvements that work 6. Improve how our systems talk to each other * Work across HRIS, ATS, payroll, and other tools * Help improve data flows and integrations (with support from tech where needed) * Be the person who actually understands how people data connects end-to-end, * a hands-on builder role * a chance to shape people data from the ground up * high ownership, high visibility This isn't: * a pure reporting role * a perfectly set-up data environment * a big team (you'll be the go-to person for this) What success looks like (first 12 months) * We have trusted, consistent people metrics * Core dashboards are in place and actually used * Manual reporting is significantly reduced, and colleagues can self serve * People & reward decisions are backed by data * Leaders can answer basic people questions without asking 3 different teams ## Related Videos - [Beyond Gut Feelings: The Rise of Data-Driven HR](https://www.wearedevelopers.com/videos/1326-beyond-gut-feelings-the-rise-of-data-driven-hr) - [Fault Tolerance and Consistency at Scale: Harnessing the Power of Distributed SQL Databases](https://www.wearedevelopers.com/videos/1146-fault-tolerance-and-consistency-at-scale-harnessing-the-power-of-distributed-sql-databases) - [Launching a marketplace on-time: A lesson in taking shortcuts using spreadsheets!](https://www.wearedevelopers.com/videos/477-launching-a-marketplace-on-time-a-lesson-in-taking-shortcuts-using-spreadsheets) - [Get Your Stack Together: Building the Right Recruiting Tech](https://www.wearedevelopers.com/videos/1295-get-your-stack-together-building-the-right-recruiting-tech) - [From conversational job search to AI agents, must we reinvent recruitment?](https://www.wearedevelopers.com/videos/100252-from-conversational-job-search-to-ai-agents-must-we-reinvent-recruitment) - [Would You Buy Your Own HR? A Product Mindset for People Leaders](https://www.wearedevelopers.com/videos/1874-would-you-buy-your-own-hr-a-product-mindset-for-people-leaders) ## Related Articles - [Data Analyst Salary in the UK](https://www.wearedevelopers.com/magazine/278-data-analyst-salary-in-the-uk) - [Data Engineer Salary UK](https://www.wearedevelopers.com/magazine/253-data-engineer-salary-uk) - [Data Analyst Salary Austria](https://www.wearedevelopers.com/magazine/275-data-analyst-salary-austria) - [Data Analyst Salary Germany](https://www.wearedevelopers.com/magazine/277-data-analyst-salary-germany) - [Top HR Tech Conferences in 2024](https://www.wearedevelopers.com/magazine/303-top-hr-tech-conferences-in-2024) - [The Most Popular IT Jobs on the Market](https://www.wearedevelopers.com/magazine/376-the-most-popular-it-jobs-on-the-market)