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Open nowPosted 17 days ago

People Analytics Manager

Workable (global search)108,016 open roles

Where
Baku, Azerbaijan
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Your applicationOpen nowPeople Analytics ManagerWorkable (global search) · Baku, Azerbaijan

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Early applications get read.

7.9% of postings close within 7 days. Measured by our own scanner across the market. Workable (global search) postings stay open a median of 7 days.

Share of postings closed within
  1. 1.6%1 day
  2. 3.6%3 days
  3. 7.9%7 days
  4. 14.9%14 days
  5. 34.0%30 days
This job: posted 17 days ago

Workable (global search) median: 7 days open

The posting

Purpose of the Role

The People Analytics Manager owns the design, delivery, and governance of workforce data and insights across both the PFH corporate function and its operating companies (OpCos). This role sits at the intersection of HR strategy, compensation, and operations, translating people data into decisions that inform total rewards design, workforce planning, and HR service delivery.

Strategic Context

This role operates with a high degree of autonomy and visibility across a dual-scope environment: building standardized analytics infrastructure at the corporate center level while flexing to meet the varied maturity, systems, and reporting needs of individual OpCos. It reports to the Director of Total Rewards & HR Operations.

While the role does not currently carry formal direct reports, it involves mentoring and coaching OpCo HR teams on analytics literacy and self-service reporting, and may involve leading a small analytics team as the function matures. Success looks like a trusted people analytics function that gives HR and business leaders across the portfolio a consistent, accurate view of their people data, while enabling smarter decisions on pay, headcount, retention, and organizational design.

Key Responsibilities

Strategic Analytics & Executive Insights

• Design and deliver PFH ExCo reports, OpCo Board-level presentations, and executive workforce intelligence packs following consulting-grade frameworks.

• Lead cross-portfolio benchmarking of key HR metrics (turnover, span of control, compensation ratios, headcount efficiency, engagement) to identify performance gaps and best practices.

• Translate complex analytical findings into clear, business-oriented narratives that drive executive action and policy change.

• Enable and conduct PFH-wide engagement/organizational health surveys and other group-wide surveys, and provide reports and insights to OpCos.

Group People Reporting & Governance

• Ensure timely and accurate submission of Group People reporting on an annual, quarterly, and monthly basis, in accordance with PASHA Holding Corporate Center requirements.

• Establish data governance standards (data quality, definitions, access controls) that work consistently whether data originates at the corporate level or within individual OpCo HRIS instances.

• Partner with IT/HRIS teams to ensure clean, integrated data flows from OpCo systems into centralized reporting environments.

Total Rewards & Compensation Analytics

• Partner closely with the Total Rewards function to deliver compensation analytics: pay equity analysis, market benchmarking support, salary and bonus modeling, and total rewards statement production.

• Build and maintain dashboards tracking compensation trends, pay ratios, and benefits utilization across PFH and OpCos to inform annual compensation planning cycles.

• Lead compensation equity analyses, vacation liability modeling, and workforce cost scenario planning to support CFO/CHRO decision-making.

Advanced Analytics & Modeling

• As the function matures, build and validate predictive models for churn analysis, flight risk scoring, internal mobility prediction, and workforce cost optimization.

• Conduct organizational network analysis, span-of-control studies, and organizational health assessments to inform restructuring decisions.

• Design and implement employee sentiment analytics frameworks, including survey analytics, focus group text analysis, and pulse diagnostics.

Capability Building & Stakeholder Management

• Coach and upskill OpCo HR teams on analytics literacy, self-service reporting, and data interpretation through structured training programs.

• Partner closely with the CPO and CHRO offices to help embed analytics insights into talent strategy.

• Build partnerships with external benchmarking providers, academic institutions, and analytics vendors to stay at the forefront of people analytics innovation.

Business Partnering & Insight Delivery

• Act as the primary analytics partner to OpCo HR leaders, tailoring insights to each business's context, size, and strategic priorities.

• Translate complex data into clear narratives and recommendations for senior HR and business leadership, including board- or executive-level reporting as needed.

• Conduct ad hoc analyses supporting workforce planning, restructuring, M&A integration, and other strategic initiatives across the portfolio.

Key Relationships

This role collaborates closely across PASHA Financial Holding and its portfolio entities to ensure alignment, data integrity, and effective use of workforce insights.

Internal:

• Chief People Officer of PFH – strategic alignment, executive reporting, and workforce strategy insights.

• PFH ExCo – delivery of strategic workforce analytics and decision support.

• PFH People function – collaboration on workforce data analysis and development of analytics insights supporting evidence-based decision-making and reporting for HR initiatives.

External:

• OpCo HR Leaders – implementation of Group standards, data submission, and interpretation of analytics insights.

• Consulting firms and analytics vendors – collaborate with external consultants and technology providers to implement advanced people analytics solutions and optimize HR analytics tools and platforms.

• HR benchmarking and research providers – engage with external organizations to obtain market intelligence and comparative workforce insights.

• Analytics technology providers – work with platform providers to implement and maintain advanced analytics, data visualization, and workforce analytics technologies.

Requirements

Required:

• Bachelor's degree in Data Analytics, Statistics, Mathematics, Computer Science, Business Analytics, Business Administration, Human Resources, or a related field.

• Professional written and verbal English.

• Minimum 5 years of experience in HR data analysis, workforce analytics, business intelligence, or a related analytical role.

• Hands-on experience designing and managing dashboards, reports, and predictive models.

• Experience delivering executive stakeholder presentations at Board, Committee, or other senior management forums.

• Expert proficiency in advanced Excel (Power Query, VBA, complex modeling) and Power BI (DAX, data modeling, report design).

• Ability to translate complex data into compelling business narratives for non-technical audiences.

• Strong consulting mindset, with the ability to diagnose business problems, scope analytical solutions, and deliver actionable recommendations.

• Proven stakeholder management skills across senior leadership, cross-functional teams, and external partners.

• Experience mentoring or developing analytics team members, or readiness to take on team leadership as the function grows.

• Experience with data visualization best practices and storytelling through data.

Preferred:

• A relevant master's degree.

• Russian language proficiency.

• Programming skills in Python and SQL for data manipulation, statistical analysis, and querying HR data warehouses.

• Familiarity with analytics/ML platforms such as Dataiku, Azure ML, or equivalent.

• Working knowledge of HRIS platforms (SAP SuccessFactors, 1C, etc.) and HR data warehousing concepts.

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