Senior Data Analyst

The Senior People Data Analyst plays a critical role in transforming people data into meaningful insights that support workforce decisions across Nex Core Group and Experience Senior Living. This role serves as a key analytical resource within the Operations and People team, bringing together data across compensation, benefits, workforce demographics, recruiting, retention, performance, and other areas of the employee lifecycle. The outcomes goals are clear:
Improved recruitment and reduced turnover.

The Senior People Data Analyst will own and advance people reporting and analytics, conduct compensation and benefits analyses, identify workforce trends, and develop tools and dashboards that provide leaders with clear, actionable insights. This individual will work closely with Operations (Nex Core and ESL), Director of Technology Performance (data integrity, data warehouse set up and reporting), People Ops, Finance, Payroll, and senior leadership to ensure people decisions are supported by accurate data, thoughtful analysis, and a strong understanding of the business.

Clarity in writing skills and interpersonal communications are imperative both to assess and deliver data and analytics while also engaging with teams to utilize data to improve outcomes.

The ideal candidate is highly analytical and detail-oriented, enjoys working with complex datasets and people of all types, and can translate numbers into clear insights and recommendations for a variety of audiences.

• Analyze workforce data across Nex Core Group and Experience Senior Living to identify trends, risks, opportunities, and meaningful changes in the employee population.
• Develop and maintain recurring People dashboards, reports, scorecards, and leadership reporting across key workforce metrics.
• Analyze headcount, turnover, retention, tenure, hiring, promotions, compensation, performance, and other employee lifecycle trends.
• Conduct ad hoc analyses in response to business and leadership questions, translating complex data into clear findings and actionable insights.
• Partner with People leadership to identify meaningful workforce metrics and evolve how People data is used in organizational decision-making.
• Support workforce planning and forecasting through headcount, staffing, organizational, and historical trend analysis.
• Develop executive-ready summaries and visualizations that communicate key findings, trends, and recommendations.

• Conduct market compensation analyses using internal and external benchmarking data to support hiring, promotions, organizational changes, and compensation decisions.
• Analyze internal pay practices, salary ranges, market positioning, and compensation trends across roles, departments, entities, and geographic markets.
• Support the development, maintenance, and evaluation of salary structures, and compensation ranges.
• Perform compensation modeling and scenario analysis to support annual compensation planning and other business needs.
• Provide data and analysis related to pay equity, compression, internal alignment, and market competitiveness.

• Analyze benefits participation, enrollment, utilization, eligibility, costs, and employee trends to support benefits strategy and annual planning.
• Partner with People Ops, Finance, Payroll, benefits brokers, and vendors to evaluate benefit program data and identify cost or participation trends.
• Develop analyses that provide a more comprehensive view of employee total rewards, including compensation and benefits.

• Serve as a subject matter resource for People data, reporting methodologies, metric definitions, and data interpretation in close collaboration with Director of Technology Performance.
• Maintain strong data integrity across People reporting and analytics, identifying inconsistencies and partnering with appropriate stakeholders to resolve data issues.
• Combine and analyze information from HRIS, ATS, performance management, benefits, payroll, and other People systems to create a comprehensive view of workforce data.
• Identify opportunities to automate reporting, analysis, and recurring People processes.
• Establish consistent definitions, methodologies, and documentation for key People metrics and reports.
• Support People-related audits, compliance reporting, annual filings, and other data requests as needed.

• Partner with People Business Partners and People…