POSITION SUMMARY:

Direct Supply is building the future of healthcare technology with industry-leading products, solutions and platforms to help improve the lives of millions of seniors and those who care for them.
In the Senior HR Data & Insights Analyst position, you’ll do more than report what’s happened—you’ll help shape what happens next. This role is at the forefront of HR’s AI and analytics transformation, delivering predictive insights and real-time decision support that connects workforce strategy to business performance.
You will lead the development of dynamic, interactive dashboards and machine-learning-informed analytic tools— leveraging platforms like Workday and Power BI. As a trusted advisor to HR and business leaders, you’ll uncover key trends, anticipate talent risks, and recommend data-driven actions that enhance workforce productivity, engagement, and retention.

SKILLS NEEDED:

• Applies AI and Technology - Identifies opportunities to boost efficiency and add value using AI and tech. Embraces and applies digital innovations and tech solutions to change the way we work. Eagerly learns and integrates new technologies where they matter most.
• Effectively Collaborates - Builds trust and strong partnerships by working collaboratively, embracing diverse perspectives, and solving problems with empathy and ease.
• Solves Problems - Leverages advanced technology and analytical rigor to uncover root causes and craft innovative, data-driven solutions to complex workforce challenges—delivering impartial, actionable insights that drive strategic decisions.
• Embraces Change - Champions innovation and drives change through data and technology, staying resilient in the face of ambiguity and adapting quickly to shifting business needs and priorities.
• Thinks Critically - Breaks down complex workforce challenges to reveal underlying patterns, questions assumptions, and delivers data-driven insights that lead to impactful, actionable solutions.
• Leverages Broad Perspective - Approaches workforce challenges with a broad, forward-looking perspective—connecting macro-level trends, projecting future talent needs, and ensuring insights support long-term strategy.
• Deals with Ambiguity - Navigates change and ambiguity with composure, maintaining momentum and delivering meaningful insights—even when faced with incomplete data or evolving business needs.
• Communicates Effectively - Delivers clear, compelling insights tailored to diverse audiences—engaging stakeholders in both individual and group settings to drive alignment and action.
• Strong working knowledge of Workday HCM and reporting tools.
• Comfort working with large, complex datasets and applying statistical methods to workforce challenges.

What You’ll Do and Impact:

• Design, build, and maintain interactive dashboards and predictive analytics that surface workforce risks, model future outcomes, and inform talent strategy.
• Leverage predictive analytics and statistical techniques to support talent strategy, such as attrition modeling, talent pipeline health, high performer traits, and engagement drivers.
• Deliver real-time, integrated insights that tie talent metrics to business outcomes like Productivity and Partner satisfaction.
• Use tools like Power BI and Workday Reporting, and Workday Prism to visualize trends and support self-service analytics across HR.
• Deeply understand Workday’s data architecture and partner with Tech and COEs to ensure the integrity and integration of workforce data.
• Act as a consultative thought partner to HR and business leaders—moving beyond dashboards to deliver decision-ready insights and strategic recommendations.
• Integrate data across multiple systems and transform the raw da ta into intuitive, consumable dashboards that inform decision-making at all levels.
• Influence data collection processes to improve analytics capabilities and usability.
• Collaborate with HR, Finance, and Technology partners to create shared KPIs that track performance, retention, and growth across the business.
• Act as a consultative resource to HR leaders and business leaders, framing key people questions and delivering insightful answers through data.
• Translate complex data sets into clear narratives and recommendations tied to business strategy.
• Stay on the cutting edge of AI applications in HR by proactively surfacing emerging technologies and partnering with HR leaders and cross-functional teams to test, pilot, and scale practical, high-impact solutions.

EXPERIENCE:

• Bachelor’s degree in Business Analytics, HR, MIS, Economics, Statistics, or related field.
• 8 + years of experience in people analytics, business intelligence, or HR reporting.
• Experience in working with large, complex datasets—writing queries, shaping data for analysis, and using tools like Power BI, Tableau, and Workday Prism to build impactful dashboards that drive decision-making and tell a compelling story.
• Proven experience translating data into business insight and presenting to senior leaders.
• Skill at acting as a consultative resource—framing problems, translating insights, and influencing action.
• Experience advising leaders with forward-looking, integrated analytics tied to business outcomes.

• Design, build, and maintain interactive dashboards and predictive analytics that surface workforce risks, model future outcomes, and inform talent strategy.
• Leverage predictive analytics and statistical techniques to support talent strategy, such as attrition modeling, talent pipeline health, high performer traits, and engagement drivers.
• Deliver real-time, integrated insights that tie talent metrics to business outcomes like Productivity and Partner satisfaction.
• Use tools like Power BI and Workday Reporting, and Workday Prism to visualize trends and support self-service analytics across HR.
• Deeply understand Workday’s data architecture and partner with Tech and COEs to ensure the integrity and integration of workforce data.
• Act as a consultative thought partner to HR and business leaders—moving beyond dashboards to deliver decision-ready insights and strategic recommendations.
• Integrate data across multiple systems and transform the raw da ta into intuitive, consumable dashboards that inform decision-making at all levels.
• Influence data collection processes to improve analytics capabilities and usability.
• Collaborate with HR, Finance, and Technology partners to create shared KPIs that track performance, retention, and growth across the business.
• Act as a consultative resource to HR leaders and business leaders, framing key people questions and delivering insightful answers through data.
• Translate complex data sets into clear narratives and recommendations tied to business strategy.
• Stay on the cutting edge of AI applications in HR by proactively surfacing emerging technologies and partnering with HR leaders and cross-functional teams to test, pilot, and scale practical, high-impact solutions