The Opportunity:

Advance Booz Allen’s workforce and talent priorities by leading complex analyses that translate people and business questions into clear, evidence-based insights. Partner with People leaders, HR business partners, and business stakeholders to understand the decisions, opportunities, and challenges they are navigating, frame analytical questions, develop and test hypotheses, analyze workforce data, and communicate findings, implications, and recommendations in a clear and actionable way. Use governed people data from enterprise sources and analytics environments to identify trends, risks, opportunities, and potential drivers across the employee lifecycle, including hiring, retention, mobility, engagement, performance, skills, learning, employee experience, and workforce planning. Lead descriptive and diagnostic analyses, validate data quality, document assumptions and methods, and create concise analytical outputs, visualizations, and executive-ready materials. Turn governed people data into decision-ready insights. Leverage strong problem framing, hypothesis-driven analysis, sound interpretation of evidence, and the ability to communicate implications clearly to stakeholders across People, HR, business, and analytics audiences. Help improve analytical standards, strengthen metric definitions, and provide guidance to teammates on analytical approach, interpretation, and storytelling. Due to the nature of work performed within this facility, U.S. citizenship is required.

You Have:

• 5+ years of experience using data to analyze business, workforce, talent, operational, financial, product, organizational, or human capital questions
• 3+ years of experience translating ambiguous business or stakeholder questions into analytical approaches, including defining the problem, identifying relevant data, developing hypotheses, selecting methods, and communicating findings
• Experience leading analytical workstreams from problem definition through analysis, synthesis, and stakeholder-ready recommendations
• Experience using SQL to analyze data from enterprise systems, data warehouses, data lakes, or analytics environments
• Experience conducting analysis in shared analytics environments, data warehouses, data lakes, lakehouses, or cloud analytics platforms
• Experience using Excel to conduct analysis, validate data, reconcile discrepancies, build models, or create stakeholder-ready outputs, and with creating analytical outputs, visualizations, dashboards, or decision-support materials using tools such as Power BI, PowerPoint, or Excel
• Knowledge of statistical and analytical methods, including distributions, outliers, correlation, sampling, variance, hypothesis testing, cohort analysis, segmentation, and regression or driver analysis
• Ability to communicate complex analytical findings, implications, caveats, and recommendations clearly to non-technical and senior audiences through written summaries, slides, and verbal briefings
• Ability to work with sensitive or confidential data with attention to detail, sound judgment, and awareness of privacy, governance, and responsible data use
• Bachelor’s degree

Nice If You Have:

• Experience with people analytics, HR analytics, talent intelligence, workforce planning, recruiting analytics, employee listening, compensation analytics, organizational effectiveness, or related workforce topics
• Experience analyzing HR, workforce, or enterprise system data from Workday or similar platforms, and accessing, analyzing, or preparing data in Databricks or similar data lake, lakehouse, or cloud analytics platforms
• Experience using Python, R, or other analytical tools for data manipulation, analysis, automation, statistical modeling, or reproducible analytics, and with Power BI, including dashboard development, metric design, data visualization, or self-service analytics enablement
• Experience analyzing survey data, employee listening data, text data, or qualitative workforce data
• Experience integrating people data with business, financial, operational, labor market, or organizational data to generate broader workforce insights
• Knowledge of employee lifecycle metrics, including headcount, hiring funnel, time to fill, internal mobility, promotion, attrition, engagement, performance, skills, learning, employee experience, or representation
• Knowledge of data strategy, data governance, metric definitions, data quality, privacy principles, bias mitigation, or responsible use of employee data
• Ability to operate in an agile and iterative environment, manage multiple analytical priorities, and make progress through ambiguity
• Ability to provide analytical guidance to peers, review methods or outputs, and help improve standards for problem framing, documentation, and storytelling
• Possession of strong presentation skills for conveying complex information to non-technical and executive audiences

Compensation

At Booz Allen, we celebrate your contributions, provide you with opportunities and choices, and support your total well-being. Our offerings include health, life, disability, financial, and retirement benefits, as well as paid leave, professional development, tuition assistance, work-life programs, and dependent care. Our recognition awards program acknowledges employees for exceptional performance and superior demonstration of our values. Full-time and part-time employees working at least 20 hours a week on a regular basis are eligible to participate in Booz Allen’s benefit programs. Individuals that do not meet the threshold are only eligible for select offerings, not inclusive of health benefits. We encourage you to learn more about our total benefits by visiting the Resource page on our Careers site and reviewing Our Employee Benefits page.

Identity Statement

As part of the hiring process, we will ask you to complete an identity verification process that leverages advanced biometrics and artificial intelligence to ensure authenticity and protect against identity fraud. You are expected to be on camera during interviews and assessments. We reserve the right to take your picture to verify your identity and prevent fraud.

Candidate AI Usage Policy

AI is a part of our daily work at Booz Allen, and we are committed to the responsible and ethical use of AI tools. However, we want to ensure a fair candidate process based on your own skills and knowledge. As part of this commitment, the use of artificial intelligence (AI) or other tools to assist with responses during interviews (whether in-person or virtual) is prohibited unless permission is explicitly provided.

Work Model
Our people-first culture prioritizes the benefits of collaboration, whether it occurs in person or virtually. To support engagement and effective communication, employees working virtually are generally expected to have their cameras on during meetings.

• Remote: If this position is listed as remote, there may still be occasions when you are required to work in person at a Booz Allen or customer facility.

• Hybrid: If this position is listed as hybrid, you will be expected to work from a Booz Allen facility frequently, in alignment with leadership expectations and the needs of the role. You may also be required to work from or visit a customer facility.

• Onsite: If this position is listed as onsite, work will primarily be performed at a Booz Allen office or customer facility, where employees will collaborate directly with colleagues and customers as required by the role.

Commitment to Non-Discrimination

All qualified applicants will receive consideration for employment without regard to disability, status as a protected veteran or any other status protected by applicable federal, state, local, or international law.