People Analytics Lead

Whether you’re a recent grad or a seasoned professional, you can experience meaningful career growth at Rosendin. Enjoy a true sense of ownership as you work with a proven industry leader on some of the most exciting and high-profile projects in the nation. We offer a wide range of job opportunities, competitive compensation, full benefits, an Employee Stock Ownership Plan and more.

Why Rosendin?

Committed. Innovative. Engaged.

If you’re looking to take career to the next level and work with some of the best and brightest in the industry, we want to hear from you. We are an organization built on integrity. We have a culture that empowers people, embraces diversity, and inspires everyone to do their best.  Rosendin is one of the largest electrical contractors in the United States employing over 7,000 people. We are the largest EMPLOYEE-OWNED company in the industry which means you will be a company owner too and have the unique benefit of being a shareholder at a company that is experiencing tremendous growth and success which means you benefit tremendously.

YOUR NEXT OPPORTUNITY:

The People Analytics Lead will be responsible for building and scaling the organization’s People Analytics capabilities from the ground up. This is a lead individual contributor role that will establish the foundation for how workforce data is structured, analyzed, and delivered across the business.

WHAT YOU’LL DO:

This role will partner closely the HR organization, HRIS, and People Technology teams to design, build, and deploy reporting and analytics solutions within Workday and related systems. The ideal candidate is a hands-on builder who thrives in ambiguity, is comfortable creating structure from scratch, and can translate business needs into scalable analytics solutions.

WHAT YOU’LL NEED TO BE SUCCESSFUL:

• Build & Scale People Analytics (From the Ground Up)

  • Design and stand-up People Analytics frameworks, reporting structures, and intake processes

  • Define core workforce metrics, KPIs, and standardized reporting aligned to business priorities

  • Build scalable, repeatable reporting solutions—moving away from one-off requests

  • Create a structure where limited processes, standards, or governance currently exist

• Workday & People Technology Partnership

  • Partner closely with HRIS and People Technology teams to design and configure reporting solutions within Workday

  • Translate business needs into technical requirements (calculated fields, dashboards, report logic)

  • Co-develop dashboards and reporting infrastructure with configuration teams

  • Drive continuous improvement of system capabilities to support analytics needs

• Stakeholder Engagement & Solution Delivery

  • Work directly with HR, Talent Acquisition, and business leaders to understand analytics needs, translating recruiting and workforce questions into scalable, standardized reporting and dashboards.

  • Consult on requirements, prioritize use cases, and recommend scalable solutions

  • Own end-to-end delivery of analytics solutions—from intake through deployment

  • Ensure outputs are actionable, intuitive, and aligned to business decisions

  • Drive the internal adoption strategy for self-service analytics, transitioning stakeholders from reactive data requests to proactive, data-driven decision-making.

• Testing, Deployment & Adoption

  • Lead testing strategy for reports and dashboards, including UAT

  • Validate data accuracy, logic, and usability prior to release

  • Partner with stakeholders to ensure successful rollout and adoption

  • Develop documentation, job aids, and training materials

• Data Governance & Quality

  • Establish data definitions, standards, and governance practices

  • Ensure consistency and integrity of workforce data across systems

  • Identify and resolve data quality gaps in partnership with HRIS and business teams

• Insights & Advanced Analytics

  • Deliver insights across hiring, retention, workforce planning, and organizational effectiveness, including Talent Acquisition metrics such as hiring demand, pipeline health, time‑to‑fill, hiring velocity, and recruiter capacity.

  • Build foundational capabilities for trend‑based and predictive analytics that support forward‑looking workforce and hiring decisions, with clear assumptions and documented limitations.

  • Translate complex data sets into persuasive business cases and actionable narratives that influence executive decision-making an