The Senior Analyst, People Analytics & Insights is a senior individual contributor within the People Analytics & Insights team, responsible for leading the design and delivery of complex workforce analyses, strategic insights, and scalable data solutions that shape HR and business decision-making. This role goes beyond reporting, it owns the narrative behind the numbers and drives the analytical agenda across key talent, workforce, and engagement domains. The role supports the People Analytics & Insights Manager and works closely with the Talent, Workforce Engagement, Listening, and Enterprise Planning teams to produce accurate data, meaningful analysis, and actionable insights aligned to organizational priorities.
Core Work Responsibilities
Talent and Workforce Data Analysis: Analyze workforce, talent, and engagement data to identify trends, patterns, and insights related to workforce composition, capability, movement, and experience.
Reporting and Dashboards: Produce and maintain standard and ad‑hoc reports, dashboards, and metrics to support talent, workforce, and engagement decision‑making.
Data Quality and Integrity: Ensure accuracy, consistency, and reliability of data across people systems, reports, and analysis outputs.
Insight Generation: Translate data into clear insights and observations, supporting the People Analytics Manager in developing narratives and recommendations.
Support to Planning and Engagement Teams: Provide analytical support to workforce planning, listening, and enterprise demand planning activities, including data preparation and analysis.
Benchmarking and Trend Analysis: Support internal and external benchmarking, trend monitoring, and comparative analysis where required.
Process and System Support: Work with HR systems and data owners to support data extraction, validation, and reporting processes.
Continuous Improvement: Identify opportunities to improve data, reporting, and analytics processes to increase efficiency, consistency, and insight quality.
Key Skills and Qualifications
Essential:
Experience: 5–8 years of experience in data analytics, people analytics, HR reporting, or a related analytical discipline, with a demonstrated track record of delivering insight-led work in a complex organizational environment.
Education: Degree‑level education or equivalent in Data Analytics, Business, Human Resources, Economics, Statistics, or a related discipline.
Technical Skills: Advanced proficiency in BI tools (e.g. Power BI, Tableau) and Excel; strong working knowledge of SQL; working proficiency in Python or R. Comfortable using AI tools to enhance analytical productivity and output quality.
Analytical Depth: Proven ability to move from raw data to structured insight, selecting appropriate methods, stress-testing outputs, and presenting findings with confidence and nuance.
HR Systems: Solid exposure to HR data platforms (e.g. Workday, SAP SuccessFactors) and understanding of how people data is structured, sourced, and governed.
Stakeholder Influence: Able to engage credibly with senior HR and business stakeholders, translating complex findings into clear recommendations.
Intellectual Curiosity: Genuinely interested in what the data reveals, not just what was asked. Comfortable challenging a brief, reframing the question, and following a thread when something doesn't add up.
Autonomy: Works independently on complex or ambiguous problems, manages competing priorities, and knows when to escalate versus resolve.
Desired
People Analytics Specialization: Demonstrated experience in workforce planning, talent analytics, engagement analysis, or organizational effectiveness — ideally across more than one domain.
Predictive & Advanced Analytics: Exposure to regression modelling, clustering, attrition prediction, or other statistical or machine learning techniques applied to workforce data.
Global Data: Experience working with multi-country datasets, including navigating data privacy considerations across jurisdictions (e.g. GDPR).
Consulting or Project-Based Experience: Background in a consulting environment or experience leading analytics workstreams with defined deliverables and stakeholder accountability.
CSL Behring is a global biotherapeutics leader driven by our promise to save lives. Focused on serving patients’ needs by using the latest technologies, we discover, develop and deliver innovative therapies for people living with conditions in the immunology, hematology, cardiovascular and metabolic, respiratory, and transplant therapeutic areas. We use three strategic scientific platforms of plasma fractionation, recombinant protein technology, and cell and gene therapy to support continued innovation and continually refine ways in which products can address unmet medical needs and help patients lead full lives.
CSL Behring operates one of the world’s largest plasma collection networks, CSL Plasma. Our parent company, CSL, headquartered in Melbourne, Australia, employs 32,000 people, and delivers its lifesaving therapies to people in more than 100 countries.
To learn more about CSL, CSL Behring, CSL Seqirus and CSL Vifor visit https://www.csl.com/ and CSL Plasma at https://www.cslplasma.com/
Our Benefits
For more information on CSL benefits visit How CSL Supports Your Well-being | CSL
You Belong at CSL
At CSL, Inclusion and Belonging is at the core of our mission and who we are. It fuels our innovation day in and day out. By celebrating our differences and creating a culture of curiosity and empathy, we are able to better understand and connect with our patients and donors, foster strong relationships with our stakeholders, and sustain a diverse workforce that will move our company and industry into the future.
To learn more about inclusion and belonging visit https://www.csl.com/careers/inclusion-and-belonging
Equal Opportunity Employer
CSL is an Equal Opportunity Employer. If you are an individual with a disability and need a reasonable accommodation for any part of the application process, please visit https://www.csl.com/accessibility-statement
