Senior Associate I – People Analytics (Performance & Feedback)

This role requires strong analytics skills, solid understanding of performance management cycles, and the ability to convert complex workforce data into concise, executive-ready insights.

Examples of the skills, knowledge, and experience required at this level include, but are not limited to:

• Manage data architecture for performance cycles (goal-setting, mid-year, year-end, promotions)

• Maintain performance tracking against KPIs and competency frameworks at individual, team, and unit level

• Track compliance (submissions, completion, feedback participation) across levels and service lines

• Produce cycle-close analytics (completion, rating distributions, ranking compliance, BU comparisons)

• Ensure data integrity and audit trails in line with governance standards.

• Administer and analyze firm-wide feedback data (participation, quality, trends)

• Develop automated dashboards on feedback compliance and quality for HC leadership

• Conduct basic sentiment/thematic analysis on qualitative feedback to surface key themes and gaps

• Maintain feedback effectiveness scorecards against defined benchmarks

• Flag non-compliance and recommend actions to strengthen the feedback culture

• Build and maintain Power BI dashboards integrating core HR metrics (performance, feedback, attrition, promotions, headcount)

• Create DAX measures and KPIs to support real-time monitoring

• Cleanse, transform, and validate HR data to maintain high data quality

• Use advanced Excel (pivot tables, XLOOKUP, dynamic arrays, Power Query) for ad-hoc analyses

• Act as functional administrator for talent management platforms (data uploads, configuration, access)

• Support testing and rollout of HR technology modules and integrations

• Develop concise decks and updates that translate analytics into clear messages for stakeholders

• Prepare visual and infographic summaries for leadership forums and firm-wide communications

• Coordinate with Communications to ensure timely and consistent messaging on performance cycles, feedback, and HC programs

• Collaborating with Departmental leads to run the entire Performance Cycle

• Need exceptional communication and stakeholder management skills

• Be the primary point of contact for stakeholders during the execution of different stages of performance cycle