This is the role that decides what we report on, not just how we report it. Workday People Analytics is live, and the next chapter is turning that into a reporting function our stakeholders pull from rather than queue for. You'll own the reporting and analytics landscape end to end: what we measure, how it reaches people, and how Workday data connects to the rest of our systems in Power BI. HR Business Partners, Finance and senior leadership should be able to answer their own questions in seconds, and your work is what makes that true. You'll also build the data foundation that lets our reporting capability scale through AI rather than through headcount. This is a senior remit with hands-on delivery attached: you set the direction, you build it, and you still turn around the urgent Tuesday-afternoon request.
THE CHALLENGE
- Reporting strategy: Own what we report on. Challenge the metrics that no longer earn their place, retire what nobody opens, and put forward what leadership should be looking at instead.
- Reports and dashboards: Design, build and maintain all custom Workday reports and dashboards, including advanced, matrix and composite reports and calculated fields.
- Discovery Boards and People Analytics: Build and optimise Discovery Boards, People Analytics content and Worksheets, and drive adoption so they become the default place people look.
- Self-service and enablement: Understand the decision behind each request and design reporting that answers the next three questions too. Train stakeholders so they can serve themselves.
- Cross-system data: Build and maintain the data flows between Workday and other systems, including Power BI models that combine Workday data with other sources.
- AI readiness: Lay the data foundation that AI tooling can be pointed at safely and usefully — clean, well-structured, well-governed people data.
- Data quality and security: Run regular validations, and design reporting security so the right people see the right data without friction.
- Automation: Automate recurring reporting (e.g. RaaS-enabled reports, scheduled deliveries) so effort shifts from producing reports to improving them.
- BAU delivery: Handle day-to-day reporting requests to a high standard, and use the patterns in them to build something better.
ABOUT YOU:
- Expertise in Workday reporting, including Advanced, Matrix and Composite reports, Calc Fields, Worksheets, and Discovery Boards. People Analytics SKU experience
- Hands-on experience with Workday security: domain and business process security, report-level security, and designing access for sensitive people data.
- Experience building and maintaining Power BI reports and data models, including combining Workday data with other sources.
- Strong understanding of Workday data structures and organizational design.
- Ability to collaborate across HR, Finance, and business stakeholders with a focus on usability and data quality.
- The judgment to push back on a reporting request and propose a better answer, and the pragmatism to turn around the urgent ones.
Nice to Haves:
- Experience in Workday People Analytics SKU.
- Eager to experiment with AI and how to scale automations and analysis for the function
- Experience training or enabling non-technical stakeholders on self-service reporting.
- Configuration experience in an additional Workday module: HCM, Recruiting, Talent, Adv Compensation, Performance, Time, Absence, Benefits
OUR OFFER:
A collaborative environment with colleagues from all over the world (Engineering offices in Europe, Asia and US) including various social events and teambuilding.
Flexibility to manage your workday and tasks with autonomy.
A balance of structure and autonomy to tackle your daily tasks.
Vibrant and inclusive community, including Women in Tech and Pride groups which welcome all participants.
Global Employee Assistance Programme.
Calm and Reulay app (leading well-being apps designed to support focus, quality rest, mindfulness, and long-term mental resilience).
Online training videos.
Flexible working hours.
While we appreciate the flexibility and benefits of working from home, we strongly believe that coming together in person fosters stronger connections, encourages collaboration, and drives innovation—both as individuals and as a company. The energy, shared ideas, and team support we experience in the office strengthen the foundation of our success and culture. For this reason, we are an office-first business operating a on-site model, with team members working in the office four days a week to build relationships, exchange ideas, and grow together. Certain exemptions may apply depending on location — your local point of contact can provide further details.
OUR RECRUITMENT PROCESS:
Initial Screening: A quick chat with our Talent Acquisition Partner to understand your background and expectations.
Two Technical Interviews: Meet with the Technical team and later with the Hiring Manager to dive into your solution, as also discuss team fit.
Onsite Interview: Meet with the local team and take a tour of our office for a final meet-and-greet.
Finals Steps: Receive feedback and, if successful, an offer!
At Sportradar, we celebrate our diverse group of hardworking employees. Sportradar is committed to ensuring equal access to its programs, facilities, and employment opportunities. All qualified applicants will receive consideration for employment without regard to age, race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. We encourage you to apply even if you only meet most of the requirements (but not 100% of the listed criteria) – we believe skills evolve over time. If you’re willing to learn and grow with us, we invite you to join our team!