Lead Analyst – People Analytics

Marks & Spencer • London, United KingdomEmployment Type: Full-time

Job Summary

Marks & Spencer is seeking an engaging and curious Lead Analyst to join their rapidly expanding People Analytics team. As M&S undergoes a significant business transformation, this role is pivotal in shaping the future of work. You will move beyond standard reporting to translate complex people data into meaningful narratives that influence senior leadership and drive behavioral change. This is a high-impact position for an analyst who combines technical rigor with strong business acumen and a passion for data storytelling.

Key Accountabilities

Actionable Insight Generation: Use a deep understanding of people metrics (attrition, engagement, performance, D&I) to explain business drivers, dependencies, and strategic opportunities.
People Plan Measurement: Provide robust reporting on M&S’s People Plan, tracking progress and proactively identifying ways to improve ways of working.
Proactive Insight Delivery: Establish a rhythm of insight that fosters problem-solving across the People Team and enhances data confidence throughout the organization.
Advanced Analytics: Apply modern data tools to elevate existing reporting, utilizing predictive modeling or machine learning where appropriate to support critical decision-making.
Data Literacy Coaching: Act as an advocate for data, upskilling colleagues and strengthening the overall maturity of the People Analytics function.

Required Skills & Experience

Data Storytelling: Exceptional ability to translate technical findings into compelling narratives using clear, impactful visualization.
Business Acumen: A strong “eye for business” with a solid grasp of retail dynamics and evolving People Analytics trends.
Communication: Proven ability to influence stakeholders at all levels, bridging the gap between technical complexity and non-technical business needs.
Technical Proficiency: Expertise in BI tools (Power BI, Excel). Advanced capability in SQL, Python, R, or machine learning is highly desirable.
Relationship Building: Demonstrated ability to work collaboratively, coaching others while remaining “hands-on” with data delivery.

The M&S Value Proposition

Joining M&S means being part of a retail icon that is currently disrupting the industry. They emphasize an inclusive, fast-moving culture where “everyone is welcome.”

Key Benefits:

Colleague Discount: 20% discount on M&S products and many third-party brands (after probation).
Financial Rewards: Competitive salary, discretionary performance-based bonuses, strong pension scheme, and life assurance.
Family & Well-being: Market-leading parental/adoption leave, 24/7 virtual GP access, and mental health support.
Flexibility: Competitive holiday allowance with the option to purchase additional days.
Social Impact: One paid volunteer day per year.

Market & Industry Context: The Rise of People Analytics

People Analytics (or HR Analytics) has moved from “descriptive” (what happened?) to “predictive” (what will happen?) and “prescriptive” (what should we do?).

[Image: The maturity model of People Analytics: Descriptive → Diagnostic → Predictive → Prescriptive]

Retail giants like M&S rely on this data to optimize workforce planning, predict store-level engagement trends, and foster a more inclusive culture. A Lead Analyst here isn’t just counting heads; they are analyzing the “human” drivers of retail profitability.

Career Growth & Progression Path

Lead Analyst: Establishing core insight capabilities and influencing functional HR strategy.
Manager, People Analytics: Overseeing a wider team of analysts and managing high-stakes cross-departmental data initiatives.
Head of People Data/Strategy: Shaping the global people data roadmap for the entire organization.
HR Strategy/Transformation Leadership: Leveraging analytical rigor to move into broader organizational design or operational leadership roles.

Interview Preparation Insights

The “Data Story” Portfolio: Be prepared to present a project where you took a complex dataset and turned it into a business action. Did your insight lead to a change in policy or process?
Retail Trends: Demonstrate your understanding of the current retail landscape. How do you think data could solve the “retail labor turnover” challenge?
Tool Mastery: Be ready to demonstrate your proficiency with Power BI. Can you explain how you ensure data integrity when connecting to disparate HRIS (HR Information Systems) sources?
Stakeholder Influence: HR leaders may not be data experts. Give an example of how you explained a complex statistical trend to a non-technical manager in a way that helped them make a decision.

Compliance & Equal Opportunity Note

Marks & Spencer is committed to being an inclusive organization. If you require any reasonable adjustments during the recruitment process (e.g., modified interview settings, extra time, or software aids), please mention them when applying.

This summary table details the leadership and analytical expectations for the Lead Analyst – People Analytics position at Marks & Spencer.

Core Role Summary: Lead Analyst – People Analytics

Category	Details & Specifications
Institution	Marks & Spencer (M&S)
Location	London, United Kingdom
Contract Type	Full-time
Focus	People metrics, strategic insight, and data storytelling
Mission	Driving actionable change within the People Team and influencing senior leaders
Team Environment	Fast-moving, collaborative, and undergoing rapid insight-capability expansion

Key Strategic & Operational Priorities

Actionable Insight: Translating complex people data into clear narratives that identify drivers, dependencies, and business opportunities.
Proactive Delivery: Establishing a regular rhythm of insight delivery that champions problem-solving and raises “data confidence” across the organization.
Capability Building: Mentoring and upskilling colleagues to improve overall data literacy and the maturity of the People Analytics function.
Advanced Analytics: Leveraging modern BI tools and predictive modelling to support critical decision-making and elevate reporting standards.

Ideal Candidate Profile

Data Storytelling: Exceptional ability to visualize data and communicate findings to both technical and non-technical stakeholders.
Business Acumen: A deep understanding of retail dynamics and current trends in the People Analytics space.
Technical Proficiency: Expert-level mastery of BI tools (Power BI, Excel) with a strong preference for candidates skilled in SQL, Python, R, or machine learning.
Influencing Skills: A proven track record of building trusted relationships and influencing senior leadership to drive behavioral and organizational change.

Perks & Benefits

Financial: Competitive salary, discretionary performance-based bonuses, strong pension scheme, and life assurance.
Shopping: 20% colleague discount on M&S products and selected third-party brands.
Wellbeing & Balance: 24/7 virtual GP access, mental health services, and a flexible holiday allowance with the option to purchase additional days.
Family Support: Market-leading parental, adoption, and neonatal leave policies.
Social Impact: One paid volunteer day annually to support a charitable cause.

To apply for this job please visit jobs.marksandspencer.com.