Senior Associate I - HR Data Analytics, Dashboarding & Automation

At A.F. Ferguson & Co, we strive to be the employer of choice for professional talent by fostering an inclusive culture where diverse backgrounds and experiences are valued. As a trusted business advisor operating in a dynamic environment, we offer exciting opportunities for individuals who are passionate about making an impact. The Senior Associate I – HR Analytics role within PwC’s Human Capital Development function plays a critical part in transforming HR data into actionable insights that drive talent decisions and enhance workforce management. This position demands strong technical expertise, sound judgment, and the ability to independently manage analytics projects in collaboration with HR leadership and business partners.

Key Responsibilities

People Analytics & Workforce Insights:
Analyze comprehensive workforce data spanning the employee lifecycle, including headcount, hiring, onboarding, performance, skills, workforce movement, and attrition. Develop descriptive and diagnostic analyses, and where applicable, support predictive workforce insights. Identify trends, exceptions, and root causes, translating findings into clear, actionable recommendations for HR and leadership. Create relevant metrics, trend analyses, and scenario-based reports to support strategic decision-making.

Dashboarding & Business Intelligence:
Design, develop, and maintain interactive Power BI dashboards and executive reports focused on HR KPIs and strategic priorities. Translate business requirements into well-defined KPIs, visualizations, drill-downs, and reporting views. Build robust data models using Power Query and appropriate dimensional modeling techniques. Establish reusable reporting solutions to replace manual processes and enable timely data refreshes from approved sources. Ensure accuracy by validating calculations, data sources, filters, and dashboard outputs, while continuously enhancing usability and relevance.

HR Data Management & Governance:
Consolidate, cleanse, transform, and reconcile HR data from approved systems and authorized sources. Implement data quality checks, definitions, and validation controls to improve consistency, completeness, and reliability of HR reporting. Maintain thorough documentation covering data sources, transformations, business rules, KPI definitions, and reporting logic. Manage employee and workforce information in compliance with confidentiality, privacy, access control, and information governance standards. Support the development of a consistent HR data and KPI framework to establish a reliable source of truth.

HR Automation & Digital Solutions:
Identify repetitive, manual, and high-volume HR tasks suitable for automation or digitization. Design and implement workflow and reporting automations using approved tools such as Power Automate, Power Query, Microsoft 365, and other HR technology platforms. Facilitate integration of HR systems and reporting platforms to reduce duplicate data entry and manual reconciliation. Develop controlled, auditable solutions with appropriate approvals, exception handling, monitoring, and documentation. Explore AI-enabled HR use cases with human validation and governance embedded in the process.

Continuous Improvement & Stakeholder Partnership:
Collaborate with HR teams to understand business challenges, define reporting or automation needs, and translate them into scalable solutions. Map existing processes, identify bottlenecks, and recommend data-driven or technology-enabled improvements. Support user adoption through clear documentation, demonstrations, and knowledge transfer. Monitor the effectiveness of dashboards and automations by tracking data accuracy, reporting turnaround time, reduction in manual effort, and user engagement.

Key Deliverables include HR executive and operational dashboards, a standardized HR KPI and metric library, automated recurring reports and workflows, workforce analytics packs with actionable insights, data quality and exception reporting, process maps, data dictionaries, solution documentation, and an automation pipeline with benefits tracking.

Required Qualifications
A bachelor’s degree in Human Resources, Business Analytics, Data Analytics, Information Systems, Computer Science, or a related field is essential. Candidates should have practical experience in data analysis, dashboard development, business intelligence, or process automation, with a preference for HR or people analytics experience. Proficiency in Power BI, including Power Query, data modeling, DAX, and dashboard design, is required. Advanced Excel skills are necessary, and familiarity with SQL or other data querying and analytical tools is desirable. Experience with workflow automation tools such as Power Automate or equivalent platforms is also advantageous.

This role offers the opportunity to contribute meaningfully to HR analytics and digital transformation initiatives within a leading professional services environment, supporting data-driven workforce strategies and operational excellence.