Hr Insights & Analytics Manager (Ftc 1 Year)
Pubblicato il 21-09-2026 - team.blue Global in Firenze
ppteam.blue is one of Europe's leading digital platform groups, operating across 17 countries with c.5,000 employees across multiple divisions.
We are transforming our HR operating model - moving from a fragmented, locally-led function towards a data-driven, division-focused model built around three pillars: Centres of Excellence, Division High Impact HR, and HR Operations.
/ppThe HR Insights Analytics Manager is a newly created role, sitting within the HR Centre of Excellence and reporting directly to the CHRO.
This is a foundational hire: the person in this role will build the people analytics capability at team.blue from the ground up, turning disparate data across 17 countries and multiple HR systems into clear, actionable insight for divisional and group leadership.
/ppThis role is critical to the success of the new HR operating model.
Without reliable, consistent and well-presented people data, we cannot hold divisions accountable, identify risks early, or make the case for the investments and changes we need to make.
The right person will be as comfortable in a spreadsheet as in a boardroom.
/ph3What you will do /h3h3Build the foundations /h3pDesign and own the group-wide HR data and reporting framework, establishing consistent definitions, metrics and data standards across all divisions and countries /ppLead the remediation of HiBob data quality - working closely with the HR Operations team to ensure clean, consistent input at source /ppDefine and implement mandatory reporting standards across the business (headcount, attrition, vacancies, cost to plan, payroll accuracy) /ppWork with HR Systems and IT to ensure HiBob, Teamtailor, Culture Amp and other people systems are configured to support reliable analytics including the necessary integration work /ph3Deliver insight to the divisions /h3pBuild and maintain division-level people dashboards, giving each divisional HR Director and CEO a clear, real-time view of their people metrics: headcount vs plan, attrition trends, open vacancies, time to hire, eNPS scores, performance distribution,
and payroll cost /ppIdentify patterns and anomalies in people data that carry business risk or opportunity - proactively bringing these to the CHRO and divisional HR Directors /ppProvide the analytical backbone for the annual salary review, merit cycle, and pay gap reporting processes /ph3Enable strategic decision-making /h3pDevelop group-level workforce planning models that give senior leadership visibility over headcount trajectory, cost evolution and talent risk /ppLink people data to business performance metrics, helping divisional CEOs understand the relationship between engagement, attrition, and commercial outcomes /ppSupport the governance framework with regular reporting for the HRLT and Division/HR QBRs /ph3Drive the analytics agenda forward /h3pAssess and develop AI and automation opportunities in people analytics — including predictive attrition modelling, hiring funnel analysis, and workforce cost simulation /ppBuild internal capability over time, potentially developing a small analytics team as the function matures /ppAct as the internal expert and advocate for data-driven HR decision-making, challenging leaders where intuition is being used in place of evidence /ph3Experience /h3p5-7 years of experience in people analytics, HR reporting, or workforce intelligence - ideally in a complex, multi-country or multi-entity environment /ppProven track record of building HR analytics capabilities from an early stage - not just inheriting and running an established function /ppExperience working with HiBob or similar HRIS platforms; familiarity with engagement survey tools (Culture Amp preferred)
and ATS platforms /ppBackground in a company that has gone through structural transformation, MA activity, or a shift from a decentralised to a more integrated operating model is a strong advantage /ppExperience presenting people data and insight to senior business leaders, including CEOs and board-level audiences /ph3Skills and capabilities /h3pStrong technical proficiency: advanced Excel/Google Sheets as a minimum; experience with BI tools (Power BI and Databricks, Zenlytic, Tableau or equivalent) strongly preferred; basic SQL or Python is an advantage /ppAbility to translate complex data into simple, visually clear narratives that non-HR audiences can act on /ppStrong business acumen — understands that people data exists to serve business outcomes, not HR process compliance /ppHigh attention to data quality and process rigour, with an instinct to fix root causes rather than patch outputs /ppComfortable operating with ambiguity and incomplete data, making reasonable assumptions explicit and building in appropriate caveats /ppStrong stakeholder management skills — able to work across HR, Finance, divisional leadership and IT /ph3Personal profile /h3pEntrepreneurial and self-starting - this role requires building before running; it suits someone who is energised by creating something from scratch /ppDirect and confident communicator - able to push back on poor data practices and advocate for standards even when it creates short-term friction /ppCollaborative but opinionated - works well across a matrixed organisation but has a clear point of view on what good looks like /ppComfortable in a fast-moving, commercially-driven environment where priorities shift and speed matters /ph3Location and reporting /h3pReports to: CHRO /ppLocation: Flexible within Europe; regular travel to team.blue hub locations expected /ppContract: 12 months, possibility to turn into permanent after /ppteam.blue is an equal opportunities employer.
We welcome applications from candidates of all backgrounds.
/ppHR Insights Analytics Manager (FTC 1 year) Firenze, Toscana, Italy /p /p #J-*****-Ljbffr