HR Insights & Analytics Manager

About the roleteam.blue is one of Europe's leading digital platform groups, operating across 17 countries with c.5,000 employees across multiple divisions. We are transforming our HR operating model - moving from a fragmented, locally-led function towards a data-driven, division-focused model built around three pillars: Centres of Excellence, Division High Impact HR, and HR Operations.The Head of HR Insights & Analytics is a newly created role, sitting within the HR Centre of Excellence and reporting directly to the CHRO. This is a foundational hire: the person in this role will build the people analytics capability at team.blue from the ground up, turning disparate data across 17 countries and multiple HR systems into clear, actionable insight for divisional and group leadership.This role is critical to the success of the new HR operating model. Without reliable, consistent and well-presented people data, we cannot hold divisions accountable, identify risks early, or make the case for the investments and changes we need to make. The right person will be as comfortable in a spreadsheet as in a boardroom.What you will doBuild the foundationsDesign and own the group-wide HR data and reporting framework, establishing consistent definitions, metrics and data standards across all divisions and countriesLead the remediation of HiBob data quality - working closely with the HR Operations team to ensure clean, consistent input at sourceDefine and implement mandatory reporting standards across the business (headcount, attrition, vacancies, cost to plan, payroll accuracy)Work with HR Systems and IT to ensure HiBob, Teamtailor, Culture Amp and other people systems are configured to support reliable analytics including the necessary integration workDeliver insight to the divisionsBuild and maintain division-level people dashboards, giving each divisional HR Director and CEO a clear, real-time view of their people metrics: headcount vs plan, attrition trends, open vacancies, time to hire, eNPS scores, performance distribution, and payroll costIdentify patterns and anomalies in people data that carry business risk or opportunity - proactively bringing these to the CHRO and divisional HR DirectorsProvide the analytical backbone for the annual salary review, merit cycle, and pay gap reporting processesEnable strategic decision-makingDevelop group-level workforce planning models that give senior leadership visibility over headcount trajectory, cost evolution and talent riskLink people data to business performance metrics, helping divisional CEOs understand the relationship between engagement, attrition, and commercial outcomesSupport the governance framework with regular reporting for the HRLT and Division/HR QBRsDrive the analytics agenda forwardAssess and develop AI and automation opportunities in people analytics — including predictive attrition modelling, hiring funnel analysis, and workforce cost simulationBuild internal capability over time, potentially developing a small analytics team as the function maturesAct as the internal expert and advocate for data-driven HR decision-making, challenging leaders where intuition is being used in place of evidenceExperience5-7 years of experience in people analytics, HR reporting, or workforce intelligence - ideally in a complex, multi-country or multi-entity environmentProven track record of building HR analytics capabilities from an early stage - not just inheriting and running an established functionExperience working with HiBob or similar HRIS platforms; familiarity with engagement survey tools (Culture Amp preferred) and ATS platformsBackground in a company that has gone through structural transformation, M&A activity, or a shift from a decentralised to a more integrated operating model is a strong advantageExperience presenting people data and insight to senior business leaders, including CEOs and board-level audiencesSkills and capabilitiesStrong technical proficiency: advanced Excel/Google Sheets as a minimum; experience with BI tools (Power BI and Databricks, Zenlytic, Tableau or equivalent) strongly preferred; basic SQL or Python is an advantageAbility to translate complex data into simple, visually clear narratives that non-HR audiences can act onStrong business acumen — understands that people data exists to serve business outcomes, not HR process complianceHigh attention to data quality and process rigour, with an instinct to fix root causes rather than patch outputsComfortable operating with ambiguity and incomplete data, making reasonable assumptions explicit and building in appropriate caveatsStrong stakeholder management skills — able to work across HR, Finance, divisional leadership and ITPersonal profileEntrepreneurial and self-starting - this role requires building before running; it suits someone who is energised by creating something from scratchDirect and confident communicator - able to push back on poor data practices and advocate for standards even when it creates short-term frictionCollaborative but opinionated - works well across a matrixed organisation but has a clear point of view on what good looks likeComfortable in a fast-moving, commercially-driven environment where priorities shift and speed mattersLocation and reportingReports to: CHROLocation: Flexible within Europe; regular travel to team.blue hub locations expectedContract: 12 months, possibility to turn into permanent afterteam.blue is an equal opportunities employer. We welcome applications from candidates of all backgrounds.