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Agent guide: [/agents.md](https://www.wearedevelopers.com/agents.md). --- # People Insights Sr Analyst - **Company:** Andersen Corporation - **Location:** Oak Park, MN, United States - **Experience:** Expert - **Salary:** $90,039.0 - $139,561.0 - **Contract:** Permanent contract - **Skills:** Business Intelligence Development, Information Engineering, Data Governance, Data Visualization, Human Resources Information System (HRIS), Middleware, HR Analytics, Python (Programming Language), SQL Databases - **Published:** October 31, 2026 - **Apply:** https://www.careerbuilder.com/job-details/people-insights-sr-analyst-oak-park-mn--ecd8fc48-b789-4f10-bfa6-05847dc0e7ea ## About the Role Analysis Skills, Messaging Middleware, Commercial Construction, Organizational Development/Management, Business Intelligence, Leadership, Technical Delivery, Conduct Studies, Performance Reviews, Process Improvement, Education: Bachelor's degree in Industrial-Organizational Psychology, Organizational Psychology, Applied Psychology, Organizational Development, Behavioral Science, Statistics, Human Resources, or related field, Master's degree preferred; equivalent applied people-science and people-analytics experience may be considered., * 8+ years of progressive experience applying people analytics, industrial-organizational psychology, workforce research, organizational effectiveness, talent analytics, HR consulting, or related methods to workplace and business challenges. * Demonstrated experience advising senior HR and business leaders using workforce insights, employee research, organizational diagnostics, and evidence-based recommendations tied to talent and business outcomes. * Experience designing and interpreting employee listening measures, including surveys, assessments, organizational diagnostics, culture or engagement studies, and workforce research methods. * Experience evaluating talent programs, leadership development, engagement initiatives, performance practices, retention strategies, change efforts, workforce planning activities, or organizational interventions. People Science Expertise: * Measurement quality, research ethics, confidentiality, statistical interpretation, practical significance judgment, organizational diagnostics, employee listening strategy, workforce research design, and engagement interpretation. * Talent and workforce strategy expertise, including strategic workforce planning, capability planning, critical-role analysis, leadership pipelines, succession readiness, internal mobility, program evaluation, and action-planning consultation. Business Intelligence & Analytics: * Advanced visualization tools such as Power BI and Tableau or equivalent business intelligence experience, including workforce dashboard design, executive visualization, metric architecture, visual storytelling, and insight activation. * Ability to translate survey, workforce, talent, and organizational data into scalable analytics products, leader-facing dashboards, workforce scorecards, and decision-support tools. * Familiarity with workforce data models, semantic model partnership, SQL and/or Python, data governance, privacy, and responsible use of confidential employee information. ## Description Drive organizational performance and employee experience by applying people science, workforce analytics, and business intelligence to identify workforce opportunities, evaluate talent strategies, and inform leadership decisions. Translate complex workforce data and research into actionable insights, partnering across HR, business, and technology teams to deliver trusted, evidence-based solutions that strengthen organizational effectiveness and measurable business results., * Lead organizational effectiveness and workforce research. * Design and conduct studies that assess employee experience, engagement, inclusion, retention, performance, leadership effectiveness, team effectiveness, organizational health, and workforce outcomes; translate findings into practical recommendations that improve talent and business results. * Lead employee listening data and measurement. * Partner with the leader accountable for the overall employee listening strategy to support the design and analysis of surveys, assessments, and research plans; ensure measurement quality, confidentiality, ethical use of feedback, and clear interpretation of employee sentiment and workforce signals. * Partner with strategy owners to establish and advance strategic workforce planning and talent science analyses. * Analyze workforce supply and demand, capability needs, critical-role risks, succession readiness, leadership pipelines, internal mobility, organizational movement, and future-state scenarios to inform talent strategy and leader decisions. * Provide analytical and people-science expertise without owning the overall strategic workforce planning strategy. * Partner with program leaders to evaluate talent programs and organizational interventions * Assess learning, leadership development, onboarding, performance management, engagement, retention, change, and organizational effectiveness initiatives; identify impact, gaps, and evidence-based improvements while program leaders retain accountability for program strategy and decisions. * Create visualized workforce insights and executive storytelling - Use analytics platforms to develop or shape workforce dashboards, metric architecture, visualizations, driver analyses, scorecards, and leader-ready insight narratives that help stakeholders prioritize action and monitor outcomes. * Partner on governed people-data products and responsible analytics - * Collaborate with reporting, data engineering, HRIS, security, and product teams to define analytical needs, validate data quality, strengthen workforce definitions, protect sensitive employee information, and scale reusable people analytics capabilities.