Job Description & How to Apply Below
About
The Role
team.blue is one of Europe's leading digital platform groups, operating across 17 countries with c.5,000 employees across multiple divisions. We are transforming our HR operating model - moving from a fragmented, locally-led function towards a data-driven, division-focused model built around three pillars:
Centres of Excellence, Division High Impact HR, and HR Operations.
The Head of HR Insights & Analytics is a newly created role, sitting within the HR Centre of Excellence and reporting directly to the CHRO. This is a foundational hire: the person in this role will build the people analytics capability e from the ground up, turning disparate data across 17 countries and multiple HR systems into clear, actionable insight for divisional and group leadership.
This role is critical to the success of the new HR operating model. Without reliable, consistent and well-presented people data, we cannot hold divisions accountable, identify risks early, or make the case for the investments and changes we need to make. The right person will be as comfortable in a spreadsheet as in a boardroom.
What You Will Do
Build the foundations
Design and own the group-wide HR data and reporting framework, establishing consistent definitions, metrics and data standards across all divisions and countries
Lead the remediation of HiBob data quality - working closely with the HR Operations team to ensure clean, consistent input at source
Define and implement mandatory reporting standards across the business (headcount, attrition, vacancies, cost to plan, payroll accuracy)
Work with HR Systems and IT to ensure HiBob, Teamtailor, Culture Amp and other people systems are configured to support reliable analytics including the necessary integration work
Deliver insight to the divisions
Build and maintain division-level people dashboards, giving each divisional HR Director and CEO a clear, real-time view of their people metrics: headcount vs plan, attrition trends, open vacancies, time to hire, eNPS scores, performance distribution, and payroll cost
Identify patterns and anomalies in people data that carry business risk or opportunity - proactively bringing these to the CHRO and divisional HR Directors
Provide the analytical backbone for the annual salary review, merit cycle, and pay gap reporting processes
Enable strategic decision-making
Develop group-level workforce planning models that give senior leadership visibility over headcount trajectory, cost evolution and talent risk
Link people data to business performance metrics, helping divisional CEOs understand the relationship between engagement, attrition, and commercial outcomes
Support the governance framework with regular reporting for the HRLT and Division/HR QBRs
Drive the analytics agenda forward
Assess and develop AI and automation opportunities in people analytics — including predictive attrition modelling, hiring funnel analysis, and workforce cost simulation
Build internal capability over time, potentially developing a small analytics team as the function matures
Act as the internal expert and advocate for data-driven HR decision-making, challenging leaders where intuition is being used in place of evidence
Experience
5-7 years of experience in people analytics, HR reporting, or workforce intelligence - ideally in a complex, multi-country or multi-entity environment
Proven track record of building HR analytics capabilities from an early stage - not just inheriting and running an established function
Experience working with HiBob or similar HRIS platforms; familiarity with engagement survey tools (Culture Amp preferred) and ATS platforms
Background in a company that has gone through structural transformation, M&A activity, or a shift from a decentralised to a more integrated operating model is a strong advantage
Experience presenting people data and insight to senior business leaders, including CEOs and board-level audiences
Skills And Capabilities
Strong technical proficiency: advanced Excel/Google Sheets as a minimum; experience with BI tools (Power BI and Databricks, Zenlytic, Tableau or equivalent) strongly preferred; basic SQL or Python is an advantage
Ability to translate complex data into simple, visually clear narratives that non-HR audiences can act on
Strong business acumen — understands that people data exists to serve business outcomes, not HR process compliance
High attention to data quality and process rigour, with an instinct to fix root causes rather than patch outputs
Comfortable…
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