People Analytics Manager / Lead

Following the launch of our new People Analytics platform, OneModel, you'll lead the next phase of its implementation, driving adoption, building self-service reporting and ensuring it delivers meaningful value across the business. Alongside this, you'll maintain business-critical reporting, strengthen data governance, and provide trusted insights to senior leaders, the Executive Committee and Board. This is a hands-on role where you'll work closely with People, Finance, Technology, and external partners to build a scalable and trusted people analytics capability.A day in the life:

• Own and deliver the OneModel roadmap, prioritising business needs, and platform enhancements.
• Develop dashboards, metrics and self-service reporting for colleagues and senior leaders.
• Produce Executive Committee and Board reporting, alongside ad hoc analysis.
• Maintain accurate and consistent people, organisational and headcount data.
• Partner with Finance to create a single source of truth for workforce reporting.
• Manage implementation partners, Technology teams, and third-party vendors.
• Improve data governance, reporting definitions and documentation.
• Automate manual processes and standardise reporting across the People team.
• Support Reward, Talent Acquisition, Learning & Development and Employee Experience with actionable insight.
• Use data storytelling to turn analysis into clear business recommendations.
  
  You'll combine strong people analytics experience with excellent stakeholder management and hands-on delivery skills. You'll be comfortable working with complex data, leading platform improvements and presenting clear insights to senior audiences.
You'll ideally have:
• Experience implementing or developing an enterprise people analytics platform.
• Experience with OneModel, Visier, Workday People Analytics, ChartHop or a similar platform.
• Strong experience working with people data, reporting and analytics.
• Experience creating dashboards and self-service business intelligence solutions.
• Advanced Excel skills and experience combining data from multiple systems.
• A good understanding of data governance, data quality and master data management.
• Experience managing vendors or implementation partners.
• Confidence presenting insights to senior leaders, Executive Committees or Boards.
• Strong communication skills and the ability to influence technical and non-technical stakeholders.
Experience with SQL, Power BI, Tableau, HiBob, Lever or working within a regulated environment would be beneficial. You'll be commercially minded, highly organised, and comfortable balancing strategic priorities with hands-on delivery. Most importantly, you'll care deeply about data integrity and using people insight to improve business performance and the employee experience.

We value face-to-face collaboration and a good work-life balance. This hybrid role requires you to come to our London office 2-3 days a week. You'll also have the option of working from abroad for up to 120 days a year!
• But no matter where you are, we'll make sure you've got everything you need to thrive, both in your work and home life, from day one.
• Subject to having the right to work in the country of choice
Diversity Statement Zopa is proud to offer a workplace free from discrimination. Diversity of experience, perspectives, and backgrounds leads to better products for our customers and a unique company culture for our people. We are made up of nearly 50 nationalities, have a DE&I forum made up of Zopians wanting to make a difference and we are proud of our culture where everyone can bring their full self to work. Our approach to DE&I is reflected in our hiring process so please let us know if you require any reasonable adjustments. Our approach to AI in interviews At Zopa, AI isn't something we're testing out - it's part of how we work every day. As a proud partner of Jobs 2030, we're committed to building AI fluency across our workforce, and we expect Zopians to use AI as part of how they do their jobs. Because of that, we want to be transparent about how we think about AI use during our hiring process. Behavioural and competency-based interviews: please don't use AI. These conversations are designed to understand you - your experiences, your judgment, and how you've approached real situations. An AI-generated answer can't tell us that. What it can do is get in the way of us finding out whether we're the right fit for each other.