HR Data Analyst (Span-of-Control & Organizational Design)

Department: People & Culture / Human Resources Engagement type: Fixed-term contractor (full-time, 8-12 weeks) Location: Remote About the Role We are undertaking a span-of-control and spans-and-layers review to ensure our organization is structured for efficiency, accountability, and growth — the right ratio of team members to managers, the right number of management layers, and minimal redundancy. We are looking for a detail-oriented HR Data Analyst to help us gather, clean, and structure the people data that powers this analysis. This is a hands-on, fast-moving engagement. You will be the data backbone of the project, partnering closely with HR leaders to turn varied inputs into a clean, analysis-ready dataset and clear, decision-ready views. What You’ll Do • Consolidate HR data from multiple sources (HRIS, org charts, headcount, job architecture, reporting relationships) into a single, reliable dataset. • Calculate and report span of control (direct reports per manager) and layers (levels between the top of the org and the front line); flag outliers — over-extended managers, single-report managers, and excess layers. • Build and maintain clean reporting structures, manager-to-IC ratios, and supporting views and dashboards. • Validate data accuracy, reconcile discrepancies, and document assumptions and methodology. • Support scenario modeling and “what-if” comparisons as leadership tests organizational design options. • Prepare clear summaries and visuals that make findings easy for HR and business leaders to act on. What You’ll Bring • 3+ years in HR data / people analytics, HR operations, or a comparable analytical role. • Strong Excel skills (pivot tables, lookups, large-dataset cleanup); experience with HRIS data is essential. • Familiarity with organizational design concepts — span of control, spans and layers, reporting hierarchies, and job leveling. • Comfort working with sensitive, confidential people data with discretion and accuracy. • Self-directed, fast, and able to deliver under a tight timeline with minimal ramp-up. • Bonus: experience with org-design or workforce-planning projects; familiarity with Power BI, Visio, or org-charting tools. Engagement Details • Duration: Approximately 60 days, with potential to extend based on project needs. • Start: As soon as possible. Completion of a criminal background check is required before you can start work.