People Analytics & Insights Analyst

About Unifi

Unifi is the nation's largest aviation services provider, with over 45,000 team members and a global footprint spanning more than 240 airports in the US, Canada, the UK, Ireland, and continental Europe. We deliver reliable, high-quality aviation services that support global travel and the world's leading airlines. At Unifi, you will be part of a diverse, inclusive team where passion, integrity, and empathy are at the core of what we do .

About the role

The People Analytics & Insights Analyst is an early-career role designed for a recent four-year college graduate with strong analytical aptitude, technical curiosity, attention to detail, and relationship skills. Sitting within Human Resources and working closely with the VP Talent Management, the analyst turns people data into insight by tracking and analyzing attrition and other workforce trends, preparing and validating workforce data, building reports and dashboards, contributing to board and executive presentations, and supporting employee listening across the enterprise.

The ideal candidate enjoys working with data, solving problems, and translating information into clear, practical insights that help leaders make better decisions.

Early-career profile: This role is intentionally designed as a development opportunity. Prior full-time HR experience is not required. Success depends on learning agility, analytical thinking, reliable execution, curiosity, and the ability to work effectively with others.

How this role is evaluated: core competencies

Success in this role is measured against Unifi's five corporate foundational competencies, calibrated to an early-career professional.

Functional Excellence

Develop strong capability across people analytics methods, workforce data, reporting tools, and data quality while consistently delivering accurate, high-quality results.

Gather, clean, and validate people data from HR systems, surveys, and other sources for analysis and reporting.

Conduct recurring employee-data quality checks and resolve or escalate discrepancies.

Learn the HR data environment, core metric definitions, and analytics tools while maintaining clear documentation of data sources, logic, and controls.

Business & Financial Acumen

Use data-driven thinking to understand business questions, identify patterns, and deliver people insights that inform decisions.

Support the VP, Talent Management with recurring and ad hoc workforce analysis, including headcount, hiring, retention, and internal movement.

Track and report attrition across the enterprise, monitoring voluntary and involuntary turnover by location, role, tenure, and leader.

Analyze attrition drivers using exit survey, tenure, and workforce data, and help develop insights that inform retention strategies.

Support analysis of employee listening data, including engagement, new-hire, and exit surveys.

Perform analysis to identify trends, patterns, drivers, and areas requiring further review.

Build reports, dashboards, scorecards, and visualizations that translate data into clear observations and business-relevant insights.

Help prepare board, executive leadership, and HR leadership presentations that translate people data into a clear, compelling story.

Operational Excellence

Support consistent, scalable analytics and reporting through accurate data, root-cause problem solving, continuous improvement, and thoughtful use of technology.

Maintain accurate organizational hierarchy and leader mapping data to support reporting and analysis.

Produce recurring workforce, attrition, and employee listening reports and analytics.

Partner with the Automation team and internal partners to automate recurring reporting, reduce manual work, and improve data accuracy.

Leadership

Demonstrate ownership, accountability, learning agility, and initiative while building capability through feedback and follow-through.

Take ownership of assigned work and follow issues through resolution.

Ask thoughtful questions, seek feedback, and build technical and business knowledge quickly.

Communicate risks, issues, findings, and next steps clearly and proactively.

Customer / Relationship Management

Build trusted relationships across HR, business, and technical partners by listening well, communicating clearly, and delivering responsive support.

Partner with HRBPs and HR colleagues to understand their questions and deliver data and insights that address them.

Respond to data, reporting, and analytics requests with timely, professional follow-through.

Coordinate with HR Technology and internal partners when data or system issues require troubleshooting or escalation.

Your first six months: 30, 60, and 180-day priorities

This phased roadmap defines successful onboarding and progression from learning, to supported execution, to independent ownership of assigned work.

First 30 days: learn and understand

Learn Unifi’s HR organization, people data structures, metric definitions, reporting routines, analytics tools, and confidentiality expectations.

Build relationships with the VP, Talent Management, HR leaders, HRBPs, Automation, and other key partners.

Shadow employee-data validation, leader mapping, attrition reporting, survey analysis, dashboard maintenance, and executive reporting processes.

Learn core metrics and data definitions, recurring reports, expected quality checks, and existing analytics documentation.

First 60 days: contribute with guidance

Own recurring employee-data validation and routine reporting with appropriate guidance.

Support leader mapping updates, data queries, survey data preparation, and issue resolution.

Prepare accurate recurring reports and data sets and identify inconsistencies requiring follow-up.

Produce recurring attrition reporting and contribute data and charts to executive and board materials with guidance.

Support the VP, Talent Management with data preparation, analysis, reports, and visualizations.

Document data sources and standard work, and begin identifying opportunities to simplify or automate recurring reporting.

First 180 days: execute, analyze, and improve

Independently manage assigned reporting, data-quality, and analytics deliverables.

Demonstrate consistent accuracy in data validation, leader mapping, and recurring reporting.

Perform people-data analysis, identify meaningful patterns and drivers, and communicate insights to the VP, Talent Management and HR leaders.

Independently maintain attrition tracking and contribute analysis and draft slides for board and executive presentations.

Build or enhance assigned dashboards, visual reporting, and recurring analytical outputs with appropriate guidance.

Contribute to reporting automation and process improvements with internal partners.

Become a dependable team resource for workforce data, talent analytics, and reporting.

What you bring: required qualifications

Bachelor's degree from an accredited four-year college or university in Data Analytics, Business Analytics, Statistics, Industrial/Organizational Psychology, Economics, Human Resources, Information Systems, or a related field.

No prior full-time professional HR experience required; relevant internships, co-op assignments, university projects, or applied coursework are valued.

Strong analytical aptitude and comfort working with data, spreadsheets, and structured information.

Working knowledge of Microsoft Excel, including formulas, lookups, pivot tables, and data validation, gained through coursework, internships, or project experience.

Working knowledge of Microsoft PowerPoint, with the ability to build clear, well-structured slides that summarize data and findings.

Strong attention to detail and commitment to data accuracy and confidentiality.

Strong problem-solving skills, intellectual curiosity, learning agility, and willingness to learn new systems and tools.

Clear written and verbal communication skills, including the ability to explain analytical or technical information in straightforward business language.

Strong interpersonal skills and ability to build productive relationships across HR, business, technical, and vendor partners.

Ability to organize work, manage recurring deadlines, and follow through on multiple priorities.

Preferred qualifications

Internship, co-op, coursework, or project experience involving people analytics, data analytics, business analytics, statistics, survey research, or related work.

Exposure to HRIS/HCM data or employee survey platforms.

Exposure to Power BI, Tableau, or another data-visualization tool.

Exposure to SQL, Python, R, or other tools for working with structured data.

Experience presenting analytical findings or building presentations through academic, internship, or project work.

Seniority level: Entry level

Employment type: Full-time

Industries: Airlines and Aviation