Leeds, UK · Open to remote and hybrid roles
People Analytics | HR Analytics | Workforce Planning
I turn workforce data into decision-ready insights that help HR and business leaders understand workforce trends, improve reporting, and make better people decisions.
Tools: Power BI · SQL · DAX · Excel · Python · PostgreSQL
Highlights from my professional experience and portfolio projects.
$2.66M
Estimated turnover cost across 85 leavers in a 1,000-person case-study workforce, at 30% of salary.
36
Customer Success professionals led and coached at Tangerine Africa, managed through KPI dashboards.
60%
Cut in HR reporting turnaround at 10Alytics.io by automating recurring reports in Power BI.
My background is in HR, with over eight years of experience across banking, financial services, customer operations and HR analytics. I hold an MSc in Human Resource Management and I'm an Associate Member of the CIPD and a Master HR Analytics Professional (MHRAP). I bring that HR context to the questions I ask and the reports I build.
I build reports and models around the questions HR leaders need to answer: who is leaving and what it costs, where hiring slows down, and what capacity a workforce plan needs. I use SQL and Excel to clean and validate the data, then Power BI to present clear measures, findings and recommendations.
Explore four Power BI projects. Each report covers the business question, data, analysis and recommendations.
I modelled replacement hiring demand at OptiGrowth Enterprises, a case-study company, and tested how improved retention would change the workforce plan.
I analysed attrition at Lumina Tech, a case-study company, by department and tenure, then estimated turnover costs using explicit replacement-cost assumptions.
I compared hiring routes at Ted Square Ltd, a case-study company, and modelled how a greater share of internal hires would affect recruitment spend.
I built a refreshable Power BI report for Salford & Co, a case-study company, bringing quarterly performance, engagement and training measures into one view.
All four are portfolio projects. Their figures come from the project analysis and are not claimed as results from an employer.
Recent projects on public UK data and a public sample dataset, each with a full report, plus earlier work.
I analysed published employer pay gaps for 2023/24 and 2024/25, comparing sectors, employer sizes and women's representation across pay quartiles.
I brought together ONS vacancies, unemployment, inactivity and pay data to June 2026, with practical implications for hiring, pay budgets and retention.
I compared logistic regression and random forest models on the fictional IBM HR Analytics dataset, explaining their performance, drivers and limits.
I used service KPIs to examine response and resolution times against SLA targets, with breakdowns by contact reason and channel.
The analysis focused on identifying which contact reasons and channels contributed most to response and resolution delays.
Interaction-level logs: response time, resolution time, CSAT score, contact reason and channel.
I developed a worked example of early-tenure attrition analysis using a fictional company and synthetic data.
This example demonstrates the analytical method. The company, data and figures are fictional and do not describe a real organisation or engagement.
10Alytics.ioRemote · Nov 2024 – Present
ConduentLeeds · Jul 2023 – Present
Tangerine AfricaJan 2019 – Mar 2023
Wema Bank PlcNigeria · Nov 2017 – Dec 2018