HR Data Scientist (People Analytics & Automation)

Job Purpose As we enter a period of accelerated digital transformation, the HR Data Scientist will play a critical role in evolving our People Operations from a transactional function into a highly proactive, predictive, and strategic powerhouse. In this role, you will design, build, and implement advanced analytics models, automate data pipelines, and integrate complex HR systems. You will translate raw people data into strategic insights that drive workforce planning, talent acquisition efficiency, employee retention, and compliance initiatives. Collaborating closely with our senior HRIS and data architecture specialists, you will help shape the future of how we attract, develop, and retain global talent.

About HR Our business is nothing without our people. As part of our global Human Resources team, you will be supporting over 8,000 people, across 100 legal entities in 43 different countries. We have a vibrant and nurturing culture where everyone can learn, grow, and thrive. We also love ideas and exploring new ways of doing things, united by our love of language.

Key Responsibilities Job Overview

Advanced Analytics & Predictive Modeling

• Build, validate, and deploy statistical and machine learning models to address critical talent challenges (e.g., flight-risk/retention modeling, workforce demand forecasting, and candidate success profiling).
• Conduct deep-dive statistical analyses to uncover hidden trends in employee engagement, performance, diversity, and compensation.
• Design framework models to evaluate pay equity, internal mobility patterns, and workforce demographics to support global compliance (such as the EU Pay Transparency Directive) and equity initiatives.

Automation & Data Engineering Integration

• Partner with IT and systems teams to design, build, and optimize automated data pipelines (ETL/ELT processes) that aggregate data from disparate HR systems (ATS/iCIMS, Core HRIS, LMS, performance tools).
• Identify manual data aggregation processes within HR and replace them with scalable, automated solutions to improve efficiency and reduce human error.
• Work hand-in-hand with the Senior HRIS Specialist to align system configuration changes with downstream data science models and reporting requirements.
• Data Visualization & Executive Storytelling.
• Develop, deploy, and maintain high-impact, interactive dashboards (primarily in Power BI or Tableau) that provide business leaders and HR business partners with self-service access to real-time metrics.
• Translate complex statistical outputs and data-driven insights into compelling, easily understood narratives and business cases for senior executive leadership. Establish and standardize key performance indicators (KPIs) for talent acquisition, retention, cost-per-hire, and operational HR efficiency.

Data Governance & Compliance

• Partner with HRIS database administrators to establish robust data quality checks, ensuring high standards of data governance, security, and hygiene.
• Ensure all people-related data science projects adhere strictly to global data protection laws (e.g., GDPR) and internal ethical data-use standards.
• Build, validate, and deploy statistical and machine learning models to address critical talent challenges (e.g., flight-risk/retention modeling, workforce demand forecasting, and candidate success profiling).
• Conduct deep-dive statistical analyses to uncover hidden trends in employee engagement, performance, diversity, and compensation.
• Design framework models to evaluate pay equity, internal mobility patterns, and workforce demographics to support global compliance (such as the EU Pay Transparency Directive) and equity initiatives.
• Partner with IT and systems teams to design, build, and optimize automated data pipelines (ETL/ELT processes) that aggregate data from disparate HR systems (ATS/iCIMS, Core HRIS, LMS, performance tools).
• Identify manual data aggregation processes within HR and replace them with scalable, automated solutions to improve efficiency and reduce human error.
• Work hand-in-hand with the Senior HRIS Specialist to align system configuration changes with downstream data science models and reporting requirements.
• Develop, deploy, and maintain high-impact, interactive dashboards (primarily in Power BI or Tableau) that provide business leaders and HR business partners with self-service access to real-time metrics.
• Translate complex statistical outputs and data-driven insights into compelling, easily understood narratives and business cases for senior executive leadership.
• Establish and standardize key performance indicators (KPIs) for talent acquisition, retention, cost-per-hire, and operational HR efficiency.
• Partner with HRIS database administrators to establish robust data quality checks, ensuring high standards of data governance, security, and hygiene.
• Ensure all people-related data science projects adhere strictly to global data protection laws (e.g., GDPR) and internal ethical data-use standards.

Skills & Experience Scope

• Global Scope (supporting all regional offices and cross-functional teams)

Education & Experience

• Required: Bachelor’s or Master’s degree in Data Science, Statistics, Mathematics, Economics, Business Analytics, or a related quantitative field.
• Experience: 3+ years of professional experience as a Data Scientist or Advanced Data Analyst, with at least 1–2 years specifically focused on People Analytics or HR data systems.
• Domain Knowledge: Solid understanding of core HR processes (recruitment, talent management, compensation, workforce planning, and organizational design).

Technical Skills

• Programming: High proficiency in Python or R for data manipulation, statistical analysis, and machine learning.
• Database Management: Strong SQL skills for querying, merging, and transforming complex, unstructured, and multi-relational databases.
• Visualization: Advanced capability with Power BI (highly preferred) or Tableau, including proficiency in DAX and data modeling within BI tools. HR Technologies: Familiarity with the data structures of modern HR systems (e.g., iCIMS, Workday, SuccessFactors, or other enterprise Core HRIS tools) is a distinct advantage.
• Statistical Modeling: Practical experience with regression analysis, classification, clustering, and decision trees.

Behavioral Competencies

• Strategic Problem Solver: Proactive mindset, constantly seeking out-of-the-box opportunities to automate processes and propose innovative technical solutions. Communication & Influence: Exceptional verbal and written communication skills, with the ability to build trust and present complex technical findings to non-technical audiences.
• Resilience & Agility: Comfortable navigating ambiguity, managing competing priorities, and thriving under pressure in a fast-paced, evolving global organization.

Life at RWS Life at RWS

- If you like the idea of working with smart people who are passionate about growing the value of ideas, data and content by making sure organizations are understood , then you’ll love life at RWS. Our purpose is to unlock global understanding. This means our work fundamentally recognizes the value of every language and culture. So, we celebrate difference, we are inclusive and believe that diversity makes us strong. We want every employee to grow as an individual and excel in their career. In return, we expect all our people to live by the values that unite us:

to partner , putting clients fist and winning together

, to pioneer , innovating fearlessly and leading with vision and courage,

to progress , aiming high and growing through actions and

to deliver , owning the outcome and building trust with our colleagues and clients.

RWS embraces DEI and promotes equal opportunity, we are an Equal Opportunity Employer and prohibit discrimination and harassment of any kind. RWS is committed to the principle of equal employment opportunity for all employees and to providing employees with a work environment free of discrimination and harassment. All employment decisions at RWS are based on business needs, job requirements and individual qualifications, without regard to race, religion, nationality, ethnicity, sex, age, disability, or sexual orientation. RWS will not tolerate discrimination based on any of these characteristics.

RWS Values Get the 3Ps right – Partner, Pioneer, Progress – and we´ll Deliver together as RWS.

Recruitment Agencies: RWS Holdings PLC does not accept agency resumes. Please do not forward any unsolicited resumes to any RWS employees. Any unsolicited resume received will be treated as the property of RWS and Terms & Conditions associated with the use of such resume will be considered null and void.