What makes a workplace somewhere people want to stay? Sure, pay and perks matter. But at the end of the day, it’s about how well a company understands its people. That’s where People Analytics Managers come in. These professionals turn raw HR data into insights that can help shape everything from hiring strategies to employee well-being initiatives.
What does a people analytics manager do?
At a glance, people analytics managers are data-driven problem solvers with a people-first mindset. They dig into workforce data—things like turnover rates, engagement scores, and onboarding feedback—to help leaders understand what’s going on and what needs to change.
They work closely with HR, finance, and leadership teams to:
- Identify patterns in hiring, performance, and employee retention
- Build clear, insightful dashboards using tools like Tableau or Power BI
- Recommend data-backed suggestions to improve the employee experience
- Ensure people insights support broader business goals
Think of them as workplace detectives—translating spreadsheets into stories that help teams thrive.
What they work on
The work isn’t just about numbers. It’s about asking the right questions, spotting trends, and finding practical solutions. On any given day, a people analytics manager might:
- Launch a pulse survey to understand how new hires are feeling
- Analyze HRIS data to detect patterns in promotions or exits
- Partner with leadership to build a better talent roadmap
- Review DEIB (diversity, equity, inclusion, and belonging) initiatives and measure their real impact
- Present findings in plain language during a cross-functional meeting
It’s a role that requires both critical thinking and a good deal of empathy.
Why it matters
In today’s workplace, companies can’t afford to guess what employees want—or why they’re leaving. People analytics helps fill those knowledge gaps. It connects employee behavior with business outcomes, offering a clearer path to engagement, retention, and productivity.
For example, a recent study by Zalaris highlighted how DEI data often tells a different story than leadership narratives. While 82% of executives said they were making progress on DEI goals, only 56% of employees felt the same. That kind of disconnect is exactly what People Analytics Managers help identify and address.
How it’s different from HR analytics
HR analytics and people analytics often get lumped together, but they serve different purposes. HR analytics usually focuses on process efficiency—like how long it takes to fill a role. People analytics is more about understanding the why behind workforce behavior.
Skills that make a difference
This role sits at the intersection of analytics and communication. You don’t have to be a software engineer—but you should be able to look at a dataset and spot patterns others might miss. Some essential skills include:
- Understanding of HR systems like HRIS or ATS
- Proficiency in tools like Excel, SQL, or Python
- Ability to create and explain dashboards in Tableau or Power BI
- Curiosity to ask “why,” not just “what”
Many come into this role from HR, psychology, or business backgrounds. What differentiates these human analytics professionals is their ability to turn data into stories that spark action.
According to Mercer’s Global Talent Trends 2024-2025, 46% of organizations now prioritize developing HR analytics capabilities—a sign that this field is moving from niche to essential.
Is a career in people analytics promising?
In short, yes. People analytics is one of the fastest-growing fields in HR. As more companies embrace data-driven leadership, the demand for these professionals is only rising. It’s a role that combines meaningful impact with long-term career potential.
Emphasizing the growing importance of this role, Industry Analyst and HR Thought Leader Josh Bersin said, “People analytics is no longer a nice-to-have; it’s a business imperative. Companies that ignore it risk falling behind.”
Wrapping up
People analytics managers are reshaping the way companies understand and support their teams. They’re part data whisperer, part strategist, and part advocate for a better workplace.
And in a world where data reigns and talent needs are evolving, that combination is more valuable than ever.
How Velocity Global can help
Velocity Global partners with companies to manage and grow teams—anywhere in the world.
With expertise spanning 185+ countries, Velocity Global provides tailored solutions that ensure organizations meet local labor, tax, and regulatory requirements without needing to establish foreign entities.
As an Employer of Record (EOR), Velocity Global offers tools and insights that make compliance easier, systems smarter, and people analytics more actionable—so businesses can build a connected, high-performing team no matter where they work. Learn more.
