Lead, People Intelligence:- 

A senior analytics role at the heart of People Intelligence & Tech Transformation. You will turn Sapiens' people, commercial, and organisational data into the intelligence that helps leaders see the company clearly and decide with evidence. This is hands-on analytical work — you model, analyse, and tell the story. You are fluent with modern AI tools and comfortable inside HR systems, and you use both to do sharper analysis, faster.

What you will do

People intelligence on large, complex data

• Work with large, multi-source HR datasets — HRIS, ATS, LMS, payroll, engagement surveys, performance, compensation — across grades, geographies, and functions.
• Run diagnostic analyses on the questions— the drivers of attrition and where it concentrates, bottlenecks and drop-off in the hiring funnel, the relationship between organisational structure and team performance, the impact of learning on behaviour, movements in productivity, and patterns in pay etc.
• Build workforce planning and scenario models — projecting the size, shape, and cost of the workforce needed to deliver the business strategy over time, and running simulations that let leaders test different growth, structure, and efficiency scenarios against real data.
• Own compensation analytics end-to-end — comp-ratio and range-penetration analysis, internal pay equity, and bonus and total-cost modelling.
• Design and maintain composite people metrics and indices that connect workforce data to business outcomes, with sound methodology, clear weighting, stable baselines, and a defined refresh cadence.
• Build the dashboards and reporting that leaders genuinely use — spanning headcount, attrition, hiring, internal mobility, diversity, engagement, productivity (including revenue and profit per employee), and leadership health — designed for decisions, not just for record-keeping.

Data storytelling

• Turn analysis into a clear narrative — the finding, the evidence, what it means, and a recommended action — pitched for senior decision-makers who need to act on it quickly.
• Communicate with clarity and precision in writing: a problem framed in a few sentences, a recommendation that stands on its own, and analysis documented well enough to stand up to scrutiny and be picked up by others later.
• Maintain the analytics playbook — definitions, metric logic, methodology notes, and documentation — so the work is consistent, repeatable, and easy for others to understand and build on

What you will bring

• 5–7 years across people analytics, HR analytics, or analytics consulting, with meaningful time spent analysing people or workforce data. You operate independently — someone a leader can hand a question to and trust to return with an answer that holds up.
• Comfort with large, multi-source datasets. You have wrangled, joined, and reconciled HR data across systems and geographies, and you know how data lies when nobody is checking.
• Strong technical toolkit: advanced Excel (modelling, Power Query, statistical functions), SQL fluency, Power BI or equivalent. Python or R for data wrangling and applied statistics — pandas, numpy, scipy, statsmodels, or R equivalents.
• A strong grasp of statistical fundamentals — descriptive statistics, correlation, regression, significance testing, sampling. Enough to test a hypothesis, not just describe a number.
• Data storytelling that actually lands. You can take a complex analysis and reduce it to a one-page narrative a non-analytical leader will understand and act on.
• Hands-on experience working within HRMS platforms and a strong grasp of core HR process flows — hire-to-retire, comp cycles, performance management, engagement surveys. You know what data lives in these systems and how the processes behind it work.
• Demonstrable, current AI fluency. You use LLMs and agentic tools every day and can talk credibly about what they do well, where they fail, and where they do not belong. You do not need to have built production AI systems; you do need to use these tools fluently to sharpen your own work.
• Sharp written and verbal communication in English.

Nice to have

• Experience at a global SaaS or product company.
• Exposure to survey analytics platforms — Glint, Qualtrics, or Culture Amp.
• Organisational network analysis or text analytics on unstructured HR data.
• Experience building or contributing to composite people indices.
• Working knowledge of a major HRMS — SuccessFactors, Workday, Oracle HCM, or HiBob — at the level of pulling clean data out of it. You do not need to configure it; you do need to know what is in it.

About Sapiens:- 

Sapiens International Corporation is a global leader in intelligent insurance software solutions. With Sapiens’ robust platform, customer-driven partnerships, and rich ecosystem, insurers are empowered to future-proof their organizations with operational excellence in a rapidly changing marketplace. We help insurers harness the power of AI and advanced automation to support core solutions for property and casualty, workers’ compensation, and life insurance, including reinsurance, financial & compliance, data & analytics, digital, and decision management. Sapiens boasts a longtime global presence, serving over 600 customers in more than 30 countries with its innovative SaaS offerings. Recognized by industry experts and selected for the Microsoft Top 100 Partner program, Sapiens is committed to partnering with our customers for their entire transformation journey and is continuously innovating to ensure their success. For More information visit us on www.sapiens.com.

Sapiens is an equal opportunity employer. We value diversity and strive to create an inclusive work environment that embraces individuals from diverse backgrounds.

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