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People Analytics, Senior Analyst

September 26, 2026

About the position

Everest Group, Ltd. is seeking a People Analytics Analyst to join the Human Resources team. This role is based in Warren, NJ and follows a hybrid work schedule. The People Analytics Analyst plays a key role in advancing Everest's people analytics strategy by transforming workforce data into actionable insights that drive business and talent decisions. This position partners closely with HR leaders, Finance, Talent Acquisition, Compensation, and Business stakeholders to deliver advanced analytics, workforce planning, executive reporting, and predictive insights that improve organizational effectiveness. The ideal candidate combines strong analytical expertise, consulting capability, and business acumen with the ability to communicate data-driven insights that influence strategic workforce decisions. This individual will serve as a trusted advisor to HR and business leaders, helping identify workforce trends, risks, and opportunities while leveraging analytics, automation, and emerging technologies to improve decision-making.

Responsibilities

Lead workforce analyses that identify trends, risks, and opportunities related to attrition, talent movement, diversity, organizational effectiveness, workforce productivity, and other key people metrics.
Partner with HR, Finance, Talent Acquisition, Compensation, and business leaders to provide data-driven insights and recommendations that support strategic workforce and talent decisions.
Develop workforce planning analyses, forecasts, and scenario modeling to support organizational planning and business growth.
Design, develop, and maintain executive dashboards, scorecards, and reporting solutions using Power BI and other analytics tools.
Translate complex workforce data and statistical findings into clear, actionable insights for senior leadership.
Support executive reporting, business reviews, and enterprise people metrics through recurring and ad hoc reporting.
Leverage predictive analytics, automation, AI, and advanced analytical techniques to improve workforce decision-making and reporting efficiency.
Ensure the quality, consistency, governance, and integrity of workforce data and reporting solutions.
Serve as a subject matter expert on people analytics methodologies, workforce metrics, and reporting best practices.
Promote data literacy across HR and business teams through consultation, training, and mentorship of less experienced analysts.

Requirements

Bachelor's degree in Analytics, Data Science, Statistics, Business, Economics, Industrial/Organizational Psychology, Human Resources, or a related field.
3+ years of experience in People Analytics, HR Analytics, Business Analytics, Workforce Planning, or a related discipline.
Advanced proficiency with Power BI or similar business intelligence and data visualization platforms.
Experience with analytics and data transformation tools such as Alteryx, SQL, Python, R, KNIME, or similar technologies.
Experience working with HRIS platforms and workforce data; Workday experience preferred.
Experience developing executive dashboards, scorecards, self-service reporting solutions, and workforce planning analyses.
Knowledge of statistical methods, predictive analytics, trend analysis, and data modeling techniques.
Experience supporting executive-level reporting and presenting insights to senior business leaders.
Strong consulting, stakeholder management, data storytelling, and communication skills.
Demonstrated ability to influence decisions through data-driven insights while maintaining a high degree of accuracy, attention to detail, and intellectual curiosity.

Nice-to-haves

Master's degree in Analytics, Data Science, Statistics, Business Administration, Human Resources, or a related field.
Experience with workforce forecasting, organizational design analytics, and scenario planning.
Experience implementing analytics automation, AI-enabled solutions, or machine learning techniques.
Experience in insurance, financial services, or another highly regulated industry.
Knowledge of HR data governance, privacy, and data management best practices.

Benefits

health insurance coverage
an employee wellness program
life and disability insurance
401k match
retirement savings plan
paid holidays
paid time off (PTO)

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Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...