People Analytics Lead

Whether you're a recent grad or a seasoned professional, you can experience meaningful career growth at Rosendin. Enjoy a true sense of ownership as you work with a proven industry leader on some of the most exciting and high-profile projects in the nation. We offer a wide range of job opportunities, competitive compensation, full benefits, an Employee Stock Ownership Plan and more.

If you're looking to take career to the next level and work with some of the best and brightest in the industry, we want to hear from you. We are an organization built on integrity. We have a culture that empowers people, embraces diversity, and inspires everyone to do their best. Rosendin is one of the largest electrical contractors in the United States employing over 7,000 people. We are the largest

EMPLOYEE-OWNED company in the industry which means you will be a company owner too and have the unique benefit of being a shareholder at a company that is experiencing tremendous growth and success which means you benefit tremendously.

The People Analytics Lead will be responsible for building and scaling the organization's People Analytics capabilities from the ground up. This is a lead individual contributor role that will establish the foundation for how workforce data is structured, analyzed, and delivered across the business.

This role will partner closely the HR organization, HRIS, and People Technology teams to design, build, and deploy reporting and analytics solutions within Workday and related systems. The ideal candidate is a hands-on builder who thrives in ambiguity, is comfortable creating structure from scratch, and can translate business needs into scalable analytics solutions.

• Build & Scale People Analytics (From the Ground Up)

  • Design and stand-up People Analytics frameworks, reporting structures, and intake processes

  • Define core workforce metrics, KPIs, and standardized reporting aligned to business priorities

  • Build scalable, repeatable reporting solutions-moving away from one-off requests

  • Create a structure where limited processes, standards, or governance currently exist

• Workday & People Technology Partnership

  • Partner closely with HRIS and People Technology teams to design and configure reporting solutions within Workday

  • Translate business needs into technical requirements (calculated fields, dashboards, report logic)

  • Co-develop dashboards and reporting infrastructure with configuration teams

  • Drive continuous improvement of system capabilities to support analytics needs

• Stakeholder Engagement & Solution Delivery

  • Work directly with HR, Talent Acquisition, and business leaders to understand analytics needs, translating recruiting and workforce questions into scalable, standardized reporting and dashboards.

  • Consult on requirements, prioritize use cases, and recommend scalable solutions

  • Own end-to-end delivery of analytics solutions-from intake through deployment

  • Ensure outputs are actionable, intuitive, and aligned to business decisions

  • Drive the internal adoption strategy for self-service analytics, transitioning stakeholders from reactive data requests to proactive, data-driven decision-making.

• Testing, Deployment & Adoption

  • Lead testing strategy for reports and dashboards, including UAT

  • Validate data accuracy, logic, and usability prior to release

  • Partner with stakeholders to ensure successful rollout and adoption

  • Develop documentation, job aids, and training materials

• Data Governance & Quality

  • Establish data definitions, standards, and governance practices

  • Ensure consistency and integrity of workforce data across systems

  • Identify and resolve data quality gaps in partnership with HRIS and business teams

• Insights & Advanced Analytics

  • Deliver insights across hiring, retention, workforce planning, and organizational effectiveness, including Talent Acquisition metrics such as hiring demand, pipeline health, timetofill, hiring velocity, and recruiter capacity.

  • Build foundational capabilities for trendbased and predictive analytics that support forwardlooking workforce and hiring decisions, with clear assumptions and documented limitations.

  • Translate complex data sets into persuasive business cases and actionable narratives that influence executive decision-making and ROI-based investments.

WHAT YOU BRING TO US:

• Bachelor's degree in HR, Business, Analytics, or related field (Master's preferred)

• 7-10+ years of experience in People Analytics, HR Analytics, or Workforce Analytics

• Strong hands-on experience with Workday reporting and analytics capabilities

• Proven experience building analytics frameworks, dashboards, and reporting solutions from scratch

• Experience partnering with HRIS or system configuration teams to deliver scalable solutions

• Experience leading testing efforts (UAT) and deploying analytics products

• Advanced skills in data visualization tools (e.g., Tableau, Power BI) and data analysis (Excel, SQL, or similar)

• Experience with data modeling and ETL processes (Extract, Transform, Load) to ensure disparate data sources (Workday, ATS, Engagement surveys) speak the same language.

• Up to 15%

WORKING CONDITIONS:

• General work environment - sitting for long periods, standing, walking, typing, carrying, pushing, bending. Work is conducted primarily indoors with varying environmental conditions such as fluorescent lighting and air conditioning

• Noise level is usually low to medium; it can be loud on the jobsite.

• We fully comply with the ADA and applicable state law, including considering reasonable accommodation measures that may enable qualified disabled applicants and employees to perform essential functions.

• Occasional lifting of up to 30 lbs.

• ESOP - Employee Stock Ownership

• 401 K

• Annual bonus program based upon performance, profitability, and achievement

• 17 PTO days per year plus 10 paid holidays

• 3 days of paid sick leave each year

• 3 days of paid Bereavement leave each year

• 3 days of paid Jury Duty

• Medical, Dental, Vision Insurance

• Bonding Leave

• Term Life, AD&D Insurance, and Voluntary Life Insurance

• Disability Income Protection Insurance

• Pre-tax Flexible Spending Plans (Health and Dependent Care)

• Charitable Giving Match with our Rosendin Foundation

Pay Range

The pay range for this role is what we expect to pay for candidates that meet the specified qualifications and requirements listed on this job description. Candidate's pay can vary based on location, job-related experience, skills, and education.

Our success is rooted in our people. We all come together around long-term vision and a sense of shared ownership. As a group, we do whatever it takes to ensure the success of our business and your career.

Rosendin Electric is committed to creating a diverse environment and is proud to be an Equal Opportunity Employer. Employment decisions are considered regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status.