People Data & Analytics Officer

Qonto

People Data & Analytics Officer at Qonto driving analytics strategy and insights for leadership decisions. Collaborating across teams to enhance organizational effectiveness with data-driven narratives.

Posted 6/30/2026full-timeParis • 🇫🇷 FranceMid-LevelSeniorWebsite

Core Competencies

Role fit

Core Competencies

Use this summary to align your resume positioning with the role.

Demonstrates expertise in People Analytics, focusing on data governance, HR KPI frameworks, and AI integration to drive strategic HR decisions. Proficient in developing actionable insights and advanced reporting while ensuring compliance with data quality and regulations.

Highest-signal resume keywords

People AnalyticsHR ReportingData GovernanceHRIS ReportingAI Use Case Identification

ATS Keywords

Tailor your resume

Applicant Tracking System Keywords

Tip: use these terms in your resume and cover letter to boost ATS matches.

Hard Skills

Data AnalysisAdvanced ReportingHeadcount ForecastingCompensation BenchmarkingPerformance Metrics

Soft Skills

Data-Driven StorytellingCuriosityGood Judgment

Tools & Technologies

HRISWorkdayPeople Analytics Dashboards

Industry Keywords

GDPR ComplianceBDESE ReportingCSRD ReportingBilan SocialGSR Reporting

About the role

Key responsibilities & impact

Own the People analytics roadmap, define and govern the HR KPI framework, and prioritize initiatives by measurable business impact.
Identify and champion the highest-value AI use cases for HR analytics. Govern how AI tools connect to the HRIS data layer and ensure outputs stay auditable.
Build and continuously evolve people analytics dashboards and insights (turnover, absenteeism, performance) with clear, data-driven storytelling, while enabling HRBPs and HR stakeholders to self-serve on People data through effective documentation, training, and guidance.
Develop advanced reports and models (e.g., headcount forecasting, compensation benchmarking, talent density) to support strategic decisions.
Lead HR data governance and deliver mandatory reporting (e.g., BDESE, CSRD, bilan social, GSR) with auditability and GDPR compliance.

Requirements

What you’ll need

5+ years in people analytics / HR reporting / BI with a track record of influencing decisions, not just producing outputs.
Strong analytics + narrative skills: you can maintain data quality and translate complex HR data into clear, actionable insights for non-technical stakeholders.
HRIS reporting expertise (Workday is a plus) and the ability to set standards (naming, tagging, navigation) that scale.
Data governance mindset: you care about quality, access rules, and compliance as the foundation of trustworthy analytics.
Curiosity and good judgment about AI: you can separate hype from value and help teams use AI responsibly in an HR context.

Benefits

Comp & perks

A company-wide scope where your work directly supports leadership decisions and workforce strategy.
High-impact topics: workforce planning, regulatory reporting, and analytics enablement across teams.
A small, high-impact team where your work directly influences People strategy across the company.
Space to build an analytics roadmap and elevate how the business uses people data (with an AI-native mindset).