Breaking into People Analytics: How to Guide
People analytics is an exciting and rapidly growing field; but what does it take to break into this evolving industry? At our recent webinar, several industry practitioners shared their journeys, offering practical insights into how they successfully transitioned into the world of people analytics. With over 3,000 views, insights and resources were shared from our members on the panel and those joining the conversation from across the globe in the comments. We consolidated the key insights into a step-by-step guide for breaking into the people analytics field.
Step 1: Leverage Your Current Role to Gain Experience
One of the most important steps in breaking into people analytics is starting with what you know. Whether you’re in HR, finance, operations, or any other field, there are likely opportunities within your current role to apply data-driven decision-making.
Panel Insight:
Sonali Kumar, an HR Analyst at Nike, transitioned from a career in criminal justice into people analytics by leveraging her existing knowledge of behavior and analysis. She shared how she began exploring trends in employee data, using the analytical skills she had developed in her previous role.
How You Can Do This:
Begin by analyzing metrics you have access to, such as employee engagement, retention, or performance data.
Use Excel to create basic reports or visualizations that show how certain factors are impacting your team or organization.
Present these findings to your managers to demonstrate how data can inform decision-making.
Step 2: Build and Nurture a Professional Network
Networking is crucial in any career, but it’s especially important when transitioning into a new field. Building relationships with people already working in people analytics can help you gain valuable insights, mentorship, and even job opportunities.
Panel Insight:
Davida Smart, Senior People Analytics Analyst at DocuSign, and Kumar both emphasized the importance of informal networking—whether through LinkedIn, coffee chats, or attending industry events. Regularly reaching out to people in the field helped them learn more about the discipline and led to new job prospects.
How You Can Do This:
Set a goal to connect with at least one person in people analytics every week.
Attend webinars, virtual or in-person conferences, or local meetups and networking events in HR and people analytics.
Join communities or groups, such as SPA or LinkedIn groups focused on HR analytics, to meet like-minded professionals.
Step 3: Upskill with Relevant Tools and Technologies
Technical skills are critical in people analytics. While you don’t need to be an expert in every tool, proficiency in core technologies like Excel, SQL, and data visualization platforms like Power BI or Tableau is essential. Learning Python or R can further enhance your ability to perform more advanced analysis.
Panel Insight:
Henrik Håkansson, Global Head of People Analytics at Volvo Cars, shared that self-learning tools like Power BI and SQL enabled him to build a people analytics function at his company. Similarly, the panelists stressed the value of starting with basic tools and progressively building your skillset.
How You Can Do This:
Start with free or low-cost resources like DataCamp, Coursera, or YouTube tutorials to learn key tools.
Focus on mastering Excel and Power BI first, as they are commonly used in the field for data analysis and visualization.
Gradually learn SQL for querying datasets and Python or R for more advanced analytics if your role requires it.
Missed the webinar? Click here to watch the replay!
Step 4: Develop Strong Data Storytelling Skills
Collecting and analyzing data is only half the battle; you also need to be able to tell a compelling story with your insights. Data storytelling is about translating numbers into narratives that business leaders can understand and act on.
Panel Insight:
Thisie Schisler Do, Senior Manager in People Analytics at CVS Health, emphasized the importance of storytelling. She shared how her ability to present clear, actionable insights has been key in influencing leadership decisions. Knowing the tools is important, but knowing how to convey the message behind the data is what truly drives impact.
How You Can Do This:
Practice explaining data insights in simple, clear language that non-technical stakeholders can understand.
Learn from resources like Storytelling with Data by Cole Nussbaumer Knaflic, which provides strategies for effective data communication.
Use tools like Power BI and Tableau not just to create dashboards, but to craft stories that highlight key trends and actionable insights.
Step 5: Engage with AI Tools to Enhance Your Learning
Artificial intelligence (AI) is becoming an essential tool for learning and productivity in people analytics. AI can assist with everything from writing queries to generating insights and automating repetitive tasks, helping you focus on higher-level analysis.
Panel Insight:
Several panelists and webinar attendees mentioned using AI tools to improve their productivity and learning. For instance, ChatGPT was highlighted as a useful tool for creating study guides for learning new tools and skills. Others mentioned using AI to summarizing large datasets, generating SQL queries, and perform qualitative analyses. While AI won’t replace human analysis, it is a powerful complement to existing skills.
How You Can Do This:
Use AI tools like ChatGPT to generate code, analyze datasets, or brainstorm ways to present data more effectively.
Leverage AI to automate repetitive tasks, allowing you to focus on insights that drive business decisions.
Explore how AI can help you stay organized, automate report generation, and even assist in creating data presentations.
Click here to access more people analytics resources!
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Click here to access more people analytics resources! <->
Step 6: Be Patient, Persistent, and Stay Curious
Breaking into people analytics takes time and effort. The field is still growing, and professionals with various backgrounds are finding success by staying curious, continuously learning, and being persistent in their pursuit.
Panel Insight:
Håkansson advised patience, noting that people analytics is still a developing field. He shared that persistence and the willingness to continuously learn helped him build a career in analytics, despite not coming from a traditional data background.
How You Can Do This:
Set realistic goals for learning and career progression—focus on one skill at a time rather than trying to learn everything at once.
Stay updated on industry trends by following thought leaders like David Green and Richard Rosenow, and participating in ongoing learning opportunities.
Don’t get discouraged by setbacks—keep practicing your skills and expanding your network, as the right opportunity will come with time.
Bonus Step: Learn from the Global People Analytics Community
The SPA webinar attracted over 3,000 viewers from across the globe, including attendees from Nigeria, Egypt, India, and the United States, all from diverse professional backgrounds. The lively chat included tips and resources shared by attendees, complementing the panelists’ advice.
Additional Tips from Viewers:
Participate in Data Challenges:
Several viewers recommended participating in data challenges offered by platforms like Maven Analytics to build practical skills and create a portfolio that showcases your ability to solve real-world problems with data.Recommended Learning Communities:
Join learning communities such as Pragmatic Works and Microsoft’s Power BI training to enhance your technical skills and engage in collaborative learning.Stay Up to Date on People Analytics Job Openings:
Viewers pointed out the value of Richard Rosenow’s job board for finding new opportunities in people analytics. Following these curated job boards ensures you stay aware of available roles.
Conclusion
Breaking into people analytics requires a strategic combination of leveraging your current skills, networking, upskilling with relevant tools, and learning how to effectively tell stories with data. By following the steps outlined in this guide—supported by insights from panelists and the global SPA community—you can confidently navigate your way into this exciting field.
Stay curious, be persistent, and take advantage of the many resources and learning opportunities available to build your career in people analytics.
