The Senior People Analyst — Stakeholder & Executive Insights delivers high-judgment, ad hoc workforce analytics and insights to the executive leadership team, the HR leadership team, and other senior HR leaders. This role is responsible for translating complex, ambiguous workforce questions into structured analysis and clear, actionable recommendations that accelerate executive decision-making.
The Senior People Analyst creates executive-ready analytical narratives, partners cross-functionally with HRBPs, Talent Management, Compensation, and business leaders, and ensures analytical rigor across workforce planning, org design, and talent review processes. This role reports to the Director of People Analytics.
RESPONSIBILITIES
Executive & HR Leadership Team Analytics
- Deliver high-judgment, ad hoc analytics and insights for the executive leadership team, the HR leadership team, and other senior leaders
- Frame ambiguous workforce questions into structured analytical approaches; translate business problems into data-driven recommendations
- Rapidly iterate on analysis based on leadership feedback, ensuring insights are timely, relevant, and actionable
Analytical Storytelling & Decision Support
- Create compelling, executive-ready analytical narratives that connect workforce data to business outcomes
- Develop visualizations, dashboards, and presentations that make complex data accessible to non-technical audiences
- Provide proactive insights that anticipate leadership questions and inform strategic decisions
Cross-Functional Partnership
- Partner with HRBPs, Talent Management, Compensation, and business leaders to understand workforce challenges and provide analytical support
- Collaborate with the broader People Analytics team to ensure consistency in data definitions, methodology, and reporting standards
- Support workforce planning, org design, and talent review processes with analytical rigor
Data Analysis & Methodology
- Conduct workforce trend analysis, including turnover, retention, headcount movement, engagement, and talent pipeline health
- Build analytical models and frameworks that are repeatable and scalable
- Ensure data accuracy and integrity in all analytical outputs
EDUCATION QUALIFICATIONS
- 4 Year Degree / Bachelor’s
- Preferably in Analytics, Data Science, Statistics, Business, Industrial-Organizational Psychology, or related field
EXPERIENCE QUALIFICATIONS
- 5+ years of related experience
- Workday experience required
- Power BI experience required
REQUIRED KNOWLEDGE, SKILLS or ABILITIES
- Demonstrated ability to translate ambiguous business questions into structured analysis and clear recommendations
- Experience presenting insights to senior leadership
- Strong executive presence
- Experience with HRIS data and business intelligence tools (Workday and Power BI required)
- Advanced experience with Excel and data visualization tools
- Analytical storytelling and executive communication
- Problem-framing and hypothesis-driven analysis
- Rapid iteration and stakeholder responsiveness
- Strong judgment and ability to work with ambiguity
Skills Required
- Bachelor's degree, preferably in Analytics, Data Science, Statistics, Business, Industrial-Organizational Psychology, or a related field
- 5+ years of related experience
- Workday experience
- Power BI experience
- Ability to translate ambiguous business questions into structured analysis and recommendations
- Experience presenting insights to senior leadership
- Strong executive presence
- Experience with HRIS data and business intelligence tools
- Advanced Excel and data visualization experience
- Analytical storytelling and executive communication skills
- Problem-framing and hypothesis-driven analysis skills
- Ability to rapidly iterate and respond to stakeholders
- Strong judgment and ability to work with ambiguity
Inspire Brands Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Inspire Brands and has not been reviewed or approved by Inspire Brands.
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Healthcare Strength — Comprehensive health coverage, mental health support, disability insurance, and related programs are emphasized for support‑center and eligible management roles. Materials also reference options like HSAs and EAPs as part of a broad healthcare offering.
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Leave & Time Off Breadth — Unlimited PTO is highlighted for support‑center roles alongside paid leaves such as parental and adoption assistance. Feedback suggests these time‑off elements are a core part of the corporate employee value proposition.
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Wellbeing & Lifestyle Benefits — Employee food discounts, on‑site amenities (e.g., gym, snacks, and similar perks), and lifestyle programs add tangible day‑to‑day value. Additional benefits like commuter options, financial wellness tools, and pet insurance further broaden the package.
Inspire Brands Insights
What We Do
Inspire Brands was founded in February 2018 with a vision to invigorate great brands and supercharge their long-term growth. In an industry facing increasing disruption, our leaders saw an opportunity to build a restaurant company unlike any other – one that brings together differentiated yet complementary brands and aims to make them stronger than they would be on their own. Found inherently in the purposes of our family of brands, we identified a common thread between our restaurants – the capacity to inspire. From guest experience to career development to community well-being, Inspire plays a role in the lives of millions of people every day.
