Ontic, a leading licensor and manufacturer of complex engineering parts for the global aerospace and defence industries, are now recruiting for a Senior People Analyst to join us. This role will can be hybrid with the expectation that you will need to be able to attend one of our Gloucestershire sites on an as needed basis. Ontic is a more than just a business, we're a community of innovators who pride ourselves on fostering a culture where talent thrives, ideas flourish, and careers are built. We're committed to excellence, driving us to continuously improve and adapt, ensuring that we remain at the forefront of our industry. About the Role Are you passionate about using people data to drive organisational transformation? Do you thrive on connecting workforce insights to business outcomes? At Ontic, we're looking for a Senior People Analyst who doesn't just analyse data but brings it to life. We're seeking a strategic thinker who can see beyond the numbers to the human stories they represent. Someone who gets genuinely excited about discovering patterns in people data and translating them into actionable insights that drive enterprise-wide decision making. You'll be joining us at an exciting time as we build our people analytics capabilities from the ground up, giving you the opportunity to establish foundations while delivering immediate impact through targeted projects. This isn't just about reporting it's about bringing data-driven decision making to life in an environment where you'll need to balance strategic initiatives with practical, day-to-day insights that drive business value. Your ability to prioritise effectively, manage multiple stakeholder needs, and deliver both quick wins and long-term value will be essential to your success. If you're energised by the challenge of building something meaningful, have a gift for translating complex data into actionable insights, and want to make a tangible impact on both our business and our people, this role offers the perfect opportunity to showcase your talents. What You'll Drive Strategic Business Partnership : Translate people data into compelling narratives that influence executive decision-making. Connect workforce trends to business outcomes and anticipate future talent needs based on business strategy. Talent & Workforce Analytics : Develop models to identify high-potential talent, recruiting, predict attrition risks, and optimise talent deployment across the organisation. Move beyond reporting to predictive and prescriptive analytics. Design analytical frameworks that illuminate the relationship between performance, reward, and retention, ensuring our rewards strategies drive desired behaviours and outcomes. Headcount Management: Elevate headcount planning from a reporting exercise to a strategic modelling function that aligns workforce investments with business priorities and growth targets. Data-Driven Culture : Champion a data-informed approach to people decisions, educating stakeholders on how to leverage insights while upskilling the broader HR team on analytical thinking. Employee Listening/Employee Experience : Analyse the full employee journey to identify moments that matter, applying predictive modelling to enhance engagement and develop targeted retention strategies. Productivity : Develop sophisticated analyses of absenteeism patterns to identify root causes and implement data-driven interventions that improve attendance and productivity. Cross-Functional Alignment : Ensure consistency in people data definitions and metrics between HR and other functions, particularly Finance, creating a "single source of truth" for workforce information. How You'll Make an Impact Lead People Analytics at Ontic, serving as the primary driver of our data-driven HR transformation Partner with leaders to translate their strategic priorities into measurable people metrics and KPIs Lead insights (not limited to) - DEI, talent, recruiting, attrition, retention, headcount etc Develop dynamic Power BI dashboards that tell compelling stories about our talent/trends Lead our Workday reporting strategy, ensuring we maximise the value of our HRIS investment Design and implement a robust data governance framework that ensures data quality and integrity Conduct deep-dive analyses into critical talent segments, identifying patterns and insights Create predictive models for workforce planning, talent acquisition, retention strategies, absence etc Partner with all wider People teams including L&D, Reward, Payroll, HRBPs, and HRDs to ensure analytics supports their unique needs Ensure compliance with international data regulations including GDPR, US state privacy laws, and other relevant frameworks Drive consistency in people data definitions, metrics, and reporting methodologies across the organisation Establish a pragmatic reporting cadence that balances regular insights delivery with capacity for strategic projects Develop a roadmap for analytics maturity with clear milestones and quick wins to demonstrate value Represent the People/HR team in cross-functional data initiatives, advocating for people analytics needs while collaborating with the central data team. Align and collaborate with the central data team on tooling, methodologies, frameworks, and governance to ensure enterprise-wide consistency What Makes You Exceptional You excel at prioritising competing demands and can balance strategic initiatives with quick-win tactical projects You're naturally curious, constantly asking "why" and exploring beneath the surface of data to uncover meaningful insights You think like a business strategist who happens to specialise in people analytics, not just a data specialist You can translate complex analytical concepts into compelling stories that inspire action You're proactive in identifying opportunities where data can solve business problems before they're apparent to others You balance technical precision with practical business application You're comfortable with ambiguity and can establish structure in an emerging analytics function You're passionate about finding the people stories behind the numbers You thrive in connecting seemingly unrelated data points to reveal valuable patterns You excel at both quantitative analysis AND qualitative research, knowing when and how to combine these approaches You have deep understanding of core People/HR processes and how they interconnect across the employee lifecycle Qualifications & Essential Experience Proven track record of delivering analytics projects that directly influenced strategic business decisions Experience building predictive models for workforce planning, talent management, or related areas Advanced proficiency with Workday reporting and analytics Advanced proficiency of Power BI for creating executive level dashboards and data visualisations, proficient with DAX and Power BI models/modelling Experience partnering with senior business leaders to translate analytics into action Deep understanding of end-to-end People/HR processes including recruitment, performance management, compensation, talent development, and employee relations Experience designing and implementing employee surveys and other data collection methodologies Demonstrated ability to establish and maintain regular reporting cadences while managing ad-hoc analytical requests Technical Toolkit Strong data modelling and statistical analysis capabilities Advanced excel Proficiency in data visualisation techniques that simplify complex workforce patterns Experience with data quality management and governance frameworks Working knowledge of data integration across multiple HR and business systems SQL proficiency and experience working with data warehouses Knowledge of international data privacy regulations (GDPR, US state laws) Proven ability to multi-task and manage competing priorities effectively Nice to Have Experience applying AI/ML techniques (NLP, LLMs) to people analytics challenges Proficiency in Python across various libraries Familiarity with the talent dynamics of the aerospace industry or similar engineering environments Benefits At Ontic we care about your financial, physical, and mental wellness so we offer a range of benefits to support this, we care about what matters to you and have a valued culture of recognition and empowerment, accompanied by benefits that support work/life balance. Our benefits package highlights include: Up to 29 days annual leave plus Bank Holidays 10 hours paid volunteering time Annual goal share bonus scheme for all employees 24/7 Employee Assistance Program (EAP) Discounts and offers from a range of retailers Best place to work We are more than the sum of our parts. And we’ve been recognised internally and externally for being so: We were ranked 9 in Best Companies’ Q3 leaderboard for Best Manufacturing Company based on our employee feedback 72.5% of employees who took part in our 2023 employee satisfaction survey said they are proud to work at Ontic No day is the same at Ontic; we have doubled in size over the last couple of years and are still in rapid growth. We attribute our success to empowering colleagues to create the opportunity, fostering an environment of autonomy where we ask for forgiveness, not permission. Our values Our values are intrinsic to everything we do: We share a common sense - we’re a global family of specialists with a shared passion for precision. We have the freedom to choose - we’re challengers and innovators with the freedom to think differently and challenge the status quo. We create the opportunity - we’re change-makers with a clear direction and can-do spirit. We are a fast-paced business with ambitious growth plans; so if you are dedicated, enthusiastic and always seeking ways to improve, you'll enjoy a career with us