People Analytics Partner
Vivid Seats · Chicago, IL · 1 mo ago
Human Resources$100k–$125k/yrFull-time
We need to output HTML fragment with sections: About the role? Actually we have "Who we are" and "The Opportunity" etc. We need to use for section headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must include only sections that have real specific content. We need to extract content accordingly.
We have:
- Who we are: description of company. Could be "About the role"? Actually "About the role" is a heading for description of role. The "Who we are" is company overview, not role. Could be placed under "About the role"? The instruction: use
for section headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must include only sections that have real specific content. We need to extract content accordingly.
We have:
- Who we are: description of company. Could be "About the role"? Actually "About the role" is a heading for description of role. The "Who we are" is company overview, not role. Could be placed under "About the role"? The instruction: use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we need to map content to these headings.
We have:
- The Opportunity: description of role contributions, responsibilities. That fits "Responsibilities".
- How your role expectations will progress as a People Analytics Partner in the first 30, 90, and 180 days: could be part of responsibilities or maybe "Qualifications"? Actually it's about expectations, could be part of responsibilities or maybe "Qualifications"? Probably "Responsibilities" includes these expectations.
- What You’ll Bring: qualifications, requirements, skills. That maps to "Requirements", "Qualifications", "Skills". We need to decide.
- How We Operate - SEAT Principles: could be part of "About the role"? Not needed maybe.
- Vivid Seats Pay Transparency Disclaimer: includes benefits list: annual bonus incentives; FLEX PTO; mental health days; medical, dental, and vision insurance; 401K matching; quarterly credits and discounts for attending live events; and a variety of additional workplace perks. Also Salary range: $100,000-$125,000. Location: Chicago, IL. Hybrid 3 days/week in-office.
Thus we have Pay, Benefits, Schedule sections.
We need to avoid boilerplate like EEO etc. Remove equal opportunity employer etc.
We must not repeat job title as heading. No Job ID.
We must not include sections with filler like "commensurate with experience". Not present.
We need to output only HTML fragment.
Let's craft sections:
About the role
maybe include company overview? Actually "About the role" could be a brief description of the role's purpose. We have "The Opportunity: How your role contributes to the success of Vivid Seats:" which describes role purpose. So we can put that under About the role.
Responsibilities: list of duties from The Opportunity bullet points and the 30/90/180 days expectations.
Requirements: maybe education and experience? Qualifications: degree etc. Skills: analytical skills, Workday, Excel, communication, etc.
We need to avoid duplication.
Let's extract:
About the role: The People Analytics Partner plays a key role in transforming workforce data into actionable insights that improve the employee experience, optimize People processes, and support strategic business decisions. This role partners closely with People Team leaders and cross-functional stakeholders to analyze workforce trends, develop recommendations, and drive data-informed initiatives across the employee lifecycle.
Responsibilities (bullet list):
- Analyze workforce data to identify trends, risks, and opportunities across areas such as headcount, hiring, retention, engagement, development, compensation, and organizational effectiveness.
- Build and maintain People reporting and analytics, including dashboards, scorecards, reports, and visualizations that provide leaders with clear, actionable workforce insights.
- Own key workforce metrics and reporting, ensuring data is accurate, consistent, and presented in a way that supports effective decision-making.
- Partner with Finance and business leaders on headcount planning, workforce forecasting, organizational planning, and other business needs that require workforce data and analysis.
- Maintain and enhance Workday reporting, including standard and custom reports, dashboards, calculated fields, and other reporting tools to support People Team and business requirements.
- Ensure workforce data integrity by validating employee data, identifying discrepancies, improving data processes, and supporting consistent data governance across People systems.
- Conduct analysis to support People programs and decisions, including employee engagement, talent management, retention, and organizational effectiveness initiatives.
- Partner closely with Talent Development to support employee engagement surveys, including survey data analysis, reporting, and translating results into meaningful insights and action opportunities.
- In partnership with key stakeholders, identify opportunities to improve People processes and programs by using data and employee insights to evaluate effectiveness, identify gaps, and recommend practical improvements.
- Translate data into clear stories and recommendations, presenting findings in a concise and compelling way to People Team members, managers, and business leaders.
- Explore new ways to use People data and technology to improve reporting, automate manual processes, and make workforce insights more accessible and scalable.
- 30‑day goals: Complete new hire orientation, learn ticket marketplace operations, acclimate to team norms, develop foundational knowledge of People Team programs, HR systems, workforce metrics, reporting structures, analytics priorities, build relationships.
- 90‑day goals: Contribute to approaches/methods/technologies to support business goals, maintain relationships, own recurring workforce reporting and dashboards, conduct analyses on key People metrics, identify process improvement opportunities, deliver recommendations supporting workforce planning, talent management, engagement, retention.
- 180‑day goals: Apply methods to execute tasks impacting team, continue learning, lead analytics projects influencing People programs, enhance reporting/dashboards/predictive analytics, serve as trusted consultant, drive process improvements increasing efficiency, data quality, employee satisfaction.
Requirements: Bachelor's degree in Human Resources, Business, Analytics, Statistics, Economics, Psychology, or related field. 2–4 years of experience in People Analytics, HR Analytics, Workforce Analytics, Business Analytics, or related analytical role.
Qualifications: maybe same as requirements? Could separate: Qualifications: Strong analytical and problem‑solving skills, ability to turn data into insights, experience with HRIS data (Workday preferred), proficiency with Excel and building reports/dashboards/visualizations, strong attention to detail, ability to manage multiple priorities in fast‑paced environment, strong communication skills to explain data to technical and non‑technical audiences, curious collaborative mindset, interest in understanding business behind data, exposure to AI‑enabled reporting, automation tools, or advanced analytics techniques is a plus.
Skills: maybe list: Analytical, Problem‑solving, Data visualization, Excel, Workday, Communication, Collaboration, Attention to detail, Prioritization, AI‑enabled reporting (plus).
Benefits: list from Pay Transparency Disclaimer: annual bonus incentives; FLEX PTO; mental health days; medical, dental, and vision insurance; 401K matching; quarterly credits and discounts for attending live events; variety of additional workplace perks.
Pay: Salary range: $100,000‑$125,000.
Schedule: Hybrid 3 days/week in‑office working model (flexibility for in‑person and remote collaboration). Location: Chicago, IL.
We should not include location under schedule? Could be separate but schedule heading only for schedule. Could include location in schedule paragraph.
We must not include boilerplate like "We believe in a hybrid 3 days/week...". That's fine.
We must not include equal opportunity employer etc.
Now produce HTML:
About the role
About the role
maybe include company overview? Actually "About the role" could be a brief description of the role's purpose. We have "The Opportunity: How your role contributes to the success of Vivid Seats:" which describes role purpose. So we can put that under About the role. Responsibilities: list of duties from The Opportunity bullet points and the 30/90/180 days expectations. Requirements: maybe education and experience? Qualifications: degree etc. Skills: analytical skills, Workday, Excel, communication, etc. We need to avoid duplication. Let's extract: About the role: The People Analytics Partner plays a key role in transforming workforce data into actionable insights that improve the employee experience, optimize People processes, and support strategic business decisions. This role partners closely with People Team leaders and cross-functional stakeholders to analyze workforce trends, develop recommendations, and drive data-informed initiatives across the employee lifecycle. Responsibilities (bullet list): - Analyze workforce data to identify trends, risks, and opportunities across areas such as headcount, hiring, retention, engagement, development, compensation, and organizational effectiveness. - Build and maintain People reporting and analytics, including dashboards, scorecards, reports, and visualizations that provide leaders with clear, actionable workforce insights. - Own key workforce metrics and reporting, ensuring data is accurate, consistent, and presented in a way that supports effective decision-making. - Partner with Finance and business leaders on headcount planning, workforce forecasting, organizational planning, and other business needs that require workforce data and analysis. - Maintain and enhance Workday reporting, including standard and custom reports, dashboards, calculated fields, and other reporting tools to support People Team and business requirements. - Ensure workforce data integrity by validating employee data, identifying discrepancies, improving data processes, and supporting consistent data governance across People systems. - Conduct analysis to support People programs and decisions, including employee engagement, talent management, retention, and organizational effectiveness initiatives. - Partner closely with Talent Development to support employee engagement surveys, including survey data analysis, reporting, and translating results into meaningful insights and action opportunities. - In partnership with key stakeholders, identify opportunities to improve People processes and programs by using data and employee insights to evaluate effectiveness, identify gaps, and recommend practical improvements. - Translate data into clear stories and recommendations, presenting findings in a concise and compelling way to People Team members, managers, and business leaders. - Explore new ways to use People data and technology to improve reporting, automate manual processes, and make workforce insights more accessible and scalable. - 30‑day goals: Complete new hire orientation, learn ticket marketplace operations, acclimate to team norms, develop foundational knowledge of People Team programs, HR systems, workforce metrics, reporting structures, analytics priorities, build relationships. - 90‑day goals: Contribute to approaches/methods/technologies to support business goals, maintain relationships, own recurring workforce reporting and dashboards, conduct analyses on key People metrics, identify process improvement opportunities, deliver recommendations supporting workforce planning, talent management, engagement, retention. - 180‑day goals: Apply methods to execute tasks impacting team, continue learning, lead analytics projects influencing People programs, enhance reporting/dashboards/predictive analytics, serve as trusted consultant, drive process improvements increasing efficiency, data quality, employee satisfaction. Requirements: Bachelor's degree in Human Resources, Business, Analytics, Statistics, Economics, Psychology, or related field. 2–4 years of experience in People Analytics, HR Analytics, Workforce Analytics, Business Analytics, or related analytical role. Qualifications: maybe same as requirements? Could separate: Qualifications: Strong analytical and problem‑solving skills, ability to turn data into insights, experience with HRIS data (Workday preferred), proficiency with Excel and building reports/dashboards/visualizations, strong attention to detail, ability to manage multiple priorities in fast‑paced environment, strong communication skills to explain data to technical and non‑technical audiences, curious collaborative mindset, interest in understanding business behind data, exposure to AI‑enabled reporting, automation tools, or advanced analytics techniques is a plus. Skills: maybe list: Analytical, Problem‑solving, Data visualization, Excel, Workday, Communication, Collaboration, Attention to detail, Prioritization, AI‑enabled reporting (plus). Benefits: list from Pay Transparency Disclaimer: annual bonus incentives; FLEX PTO; mental health days; medical, dental, and vision insurance; 401K matching; quarterly credits and discounts for attending live events; variety of additional workplace perks. Pay: Salary range: $100,000‑$125,000. Schedule: Hybrid 3 days/week in‑office working model (flexibility for in‑person and remote collaboration). Location: Chicago, IL. We should not include location under schedule? Could be separate but schedule heading only for schedule. Could include location in schedule paragraph. We must not include boilerplate like "We believe in a hybrid 3 days/week...". That's fine. We must not include equal opportunity employer etc. Now produce HTML:About the role
The People Analytics Partner plays a key role in transforming workforce data into actionable insights that improve the employee experience, optimize People processes, and support strategic business decisions. This role partners closely with People Team leaders and cross-functional stakeholders to analyze workforce trends, develop recommendations, and drive data-informed initiatives across the employee lifecycle.
Responsibilities
- Analyze workforce data to identify trends, risks, and opportunities across areas such as headcount, hiring, retention, engagement, development, compensation, and organizational effectiveness.
- Build and maintain People reporting and analytics, including dashboards, scorecards, reports, and visualizations that provide leaders with clear, actionable workforce insights.
- Own key workforce metrics and reporting, ensuring data is accurate, consistent, and presented in a way that supports effective decision‑making.
- Partner with Finance and business leaders on headcount planning, workforce forecasting, organizational planning, and other business needs that require workforce data and analysis.
- Maintain and enhance Workday reporting, including standard and custom reports, dashboards, calculated fields, and other reporting tools to support People Team and business requirements.
- Ensure workforce data integrity by validating employee data, identifying discrepancies, improving data processes, and supporting consistent data governance across People systems.
- Conduct analysis to support People programs and decisions, including employee engagement, talent management, retention, and organizational effectiveness initiatives.
- Partner closely with Talent Development to support employee engagement surveys, including survey data analysis, reporting, and translating results into meaningful insights and action opportunities.
- In partnership with key stakeholders, identify opportunities to improve People processes and programs by using data and employee insights to evaluate effectiveness, identify gaps, and recommend practical improvements.
- Translate data into clear stories and recommendations, presenting findings in a concise and compelling way to People Team members, managers, and business leaders.
- Explore new ways to use People data and technology to improve reporting, automate manual processes, and make workforce insights more accessible and scalable.
- 30‑day goals: Complete new hire orientation, learn ticket marketplace operations, acclimate to team norms, develop foundational knowledge of People Team programs, HR systems, workforce metrics, reporting structures, analytics priorities, build relationships.
- 90‑day goals: Contribute to approaches/methods/technologies to support business goals, maintain relationships, own recurring workforce reporting and dashboards, conduct analyses on key People metrics, identify process improvement opportunities, deliver recommendations supporting workforce planning, talent management, engagement, retention.
- 180‑day goals: Apply methods to execute tasks impacting team, continue learning, lead analytics projects influencing People programs, enhance reporting/dashboards/predictive analytics, serve as trusted consultant, drive process improvements increasing efficiency, data quality, employee satisfaction.
Requirements
- Bachelor's degree in Human Resources, Business, Analytics, Statistics, Economics, Psychology, or a related field.
- 2–4 years of experience in People Analytics, HR Analytics, Workforce Analytics, Business Analytics, or a related analytical role.
Qualifications
- Strong analytical and problem‑solving skills with the ability to turn data into meaningful insights and recommendations.
- Experience working with HRIS data; Workday experience strongly preferred.
- Proficiency with Excel and experience building reports, dashboards, and data visualizations.
- Strong attention to detail and a commitment to data accuracy.
- Ability to manage multiple priorities and work effectively in a fast‑paced, evolving environment.
- Strong communication skills and the ability to explain data and analytical findings to both technical and non‑technical audiences.
- A curious, collaborative mindset with an interest in understanding the business behind the data.
- Exposure to AI‑enabled reporting, automation tools, or advanced analytics techniques is a plus.
Skills
- Analytical thinking
- Problem solving
- Data visualization
- Excel proficiency
- Workday reporting
- Communication
- Collaboration
- Attention to detail
- Prioritization
- AI‑enabled reporting (plus)
Benefits
- Annual bonus incentives
- FLEX PTO
- Mental health days
- Medical, dental, and vision insurance
- 401K matching
- Quarterly credits and discounts for attending live events
- Variety of additional workplace per