{"id":147094,"date":"2025-08-07T08:47:35","date_gmt":"2025-08-07T08:47:35","guid":{"rendered":"https:\/\/www.frazerjones.com\/?p=147094"},"modified":"2026-05-14T11:47:23","modified_gmt":"2026-05-14T11:47:23","slug":"people-analytics-in-action-insights-from-our-recent-roundtable","status":"publish","type":"post","link":"https:\/\/www.frazerjones.com\/nl\/market-insight\/hris\/people-analytics-in-action-insights-from-our-recent-roundtable\/","title":{"rendered":"People analytics in action: insights from our recent roundtable"},"content":{"rendered":"\n<div class=\"wp-block-columns alignwide post-content-columns is-layout-flex wp-container-core-columns-is-layout-7387b849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:66.66%\">\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1280\" height=\"720\" src=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/1751539728901-edited.jpg\" alt=\"\" class=\"wp-image-147101\" srcset=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/1751539728901-edited.jpg 1280w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/1751539728901-edited-300x169.jpg 300w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/1751539728901-edited-1024x576.jpg 1024w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/1751539728901-edited-768x432.jpg 768w\" sizes=\"(max-width: 1280px) 100vw, 1280px\" \/><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Last month, <a href=\"https:\/\/www.frazerjones.com\/consultants\/nick-arnold\/\">Nick Arnold<\/a>, Head of Reward, <a href=\"https:\/\/www.frazerjones.com\/hris\/\">HR Tech and Analytics<\/a>, and <a href=\"https:\/\/www.frazerjones.com\/consultants\/anton-blades\/\">Anton Blades<\/a>, Principal Consultant, hosted a high-impact roundtable in London, in collaboration with <a href=\"https:\/\/www.crunchr.com\/\">Crunchr<\/a>, bringing together HR leaders, people analytics professionals and industry experts from across sectors including technology, legal, energy, gaming, insurance, financial services and FMCG. Despite the diversity of industries represented, there was a striking level of agreement on the challenges, opportunities and future direction of the people analytics world.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The session featured keynote insights and open discussion, with a focus on what it really takes to build strong foundations in people analytics, overcome barriers to adoption and drive data-driven decision-making across the HR function.<\/p>\n\n\n\n<div class=\"wp-block-group has-brand-2-background-color has-background is-layout-constrained wp-block-group-is-layout-constrained\">\n<ul class=\"wp-block-list\">\n<li><a href=\"#h-understanding-the-people-analytics-maturity-journey\">Understanding the people analytics maturity journey<\/a><\/li>\n\n\n\n<li><a href=\"#h-building-hr-data-literacy-and-culture\">Building HR data literacy and culture<\/a><\/li>\n\n\n\n<li><a href=\"#h-empowering-hr-business-partners\">Empowering HR Business Partners<\/a><\/li>\n\n\n\n<li><a href=\"#h-the-evolving-role-of-people-analytics-professionals\">The evolving role of people analytics professionals<\/a><\/li>\n\n\n\n<li><a href=\"#h-managing-tools-dashboards-and-expectations\">Managing tools, dashboards and expectations<\/a><\/li>\n\n\n\n<li><a href=\"#h-investing-in-people-analytics-tools\">Investing in people analytics tools<\/a><\/li>\n\n\n\n<li><a href=\"#h-ai-ethics-and-responsible-use\">AI ethics and responsible use<\/a><\/li>\n\n\n\n<li><a href=\"#h-balancing-stakeholder-needs\">Balancing stakeholder needs<\/a><\/li>\n\n\n\n<li><a href=\"#h-conclusion\">Conclusion<\/a><\/li>\n<\/ul>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-understanding-the-people-analytics-maturity-journey\">Understanding the people analytics maturity journey<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A key theme of the session was understanding where organisations sit on the <a href=\"https:\/\/www.crunchr.com\/resources\/blog\/crunchrs-hr-analytics-maturity-model\/\">people analytics maturity model<\/a>. Created by Crunchr from years of research, it is widely used across the industry and in academic settings, helping organisations assess their current state and plan for future growth.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The four stages of maturity include:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Opportunistic reporting<\/strong>: basic, reactive reporting by a single HRIS or BI specialist. Inconsistent&nbsp;people data&nbsp;and definitions limit trust and scalability.<\/li>\n\n\n\n<li><strong>Systematic reporting<\/strong>: a small&nbsp;HR analytics&nbsp;team manages structured&nbsp;dashboards&nbsp;using&nbsp;HR tech. Usability and data security become key challenges.<\/li>\n\n\n\n<li><strong>Opportunistic analytics<\/strong>: teams begin integrating business and&nbsp;HR data, using correlation analysis and early predictive modelling to deliver&nbsp;actionable insights.<\/li>\n\n\n\n<li><strong>Systematic analytics<\/strong>: advanced organisations use&nbsp;forecasting&nbsp;and&nbsp;predictive analytics&nbsp;to drive&nbsp;strategic workforce planning&nbsp;and&nbsp;business success.<\/li>\n<\/ul>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"978\" src=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/Chart-Crunchr-1024x978.png\" alt=\"\" class=\"wp-image-147095\" srcset=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/Chart-Crunchr-1024x978.png 1024w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/Chart-Crunchr-300x287.png 300w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/Chart-Crunchr-768x733.png 768w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/Chart-Crunchr-1536x1467.png 1536w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/Chart-Crunchr-2048x1956.png 2048w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><figcaption class=\"wp-element-caption\"><em>Crunchr\u2019s four stages (or boxes) within the HR Analytics Maturity Model.<\/em><\/figcaption><\/figure>\n\n\n\n<div style=\"height:28px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"wp-block-paragraph\">Most businesses are still operating in the first two stages, often believing they are further along than they are. Progressing through the model requires investment in HR technology, upskilling and a shift in mindset. Understanding your maturity level helps prioritise the right tools, methodologies and stakeholders.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-building-hr-data-literacy-and-culture\">Building HR data literacy and culture<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">One of the most consistent takeaways was the importance of building foundational data literacy across the organisation. Many businesses are still in the early stages of data discovery, identifying where HR data has been hiding and surfacing it in meaningful ways.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Stakeholders increasingly want insight-focused summaries rather than data volume. They want to know who the top performers are, whether they\u2019re engaged, how compensation compares and where the risks lie in terms of attrition and retention. This shift requires a culture that values clarity over complexity and prioritises employee experience and well-being alongside business performance.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Moving away from siloed data access, where only the CEO or a small group of executives request reports, toward broader organisational fluency is essential. Finance, HR business partners and other functions must be empowered to engage with people data confidently and responsibly.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-empowering-hr-business-partners\">Empowering HR Business Partners<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">HR Business Partners (HRBPs) are central to the success of any people analytics strategy. However, they are often time-poor, under pressure and expected to deliver insights with limited support. The roundtable highlighted the need to upskill HRBPs so they can confidently interpret and defend data in senior leadership meetings.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">When HRBPs lack confidence in the data or how to present it, they are less likely to pursue data-driven approaches. Supporting them means teaching how to challenge questionable data, interpret uncertainty and frame insights appropriately. The goal is to elevate HRBPs to the same level of trust and influence as finance business partners.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Board-level packs containing HR data are often too sparse. More robust, insight-led content is needed to support strategic conversations and influence business strategy.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-the-evolving-role-of-people-analytics-professionals\">The evolving role of people analytics professionals<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The role of the people analytics practitioner is evolving. As technology and AI continue to advance, the need for deep technical skills is gradually being replaced by the need for strong storytelling and stakeholder engagement. Professionals in this space must focus on developing soft skills alongside data literacy: being able to present insights clearly, challenge assumptions and influence decisions. HR data and people technology remain high priorities for HR and business leaders, and data literacy is increasingly becoming a prerequisite for hiring senior HR professionals. However, data is still too often used to justify decisions already made, rather than to guide them. Finance teams continue to hold more sway in boardrooms, partly due to their confidence in presenting metrics. People analytics teams must learn to match that clarity and conviction.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-managing-tools-dashboards-and-expectations\">Managing tools, dashboards and expectations<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Dashboard fatigue is real. Many organisations have invested in static dashboards that are rarely used or quickly become outdated. Stakeholders want dynamic, live dashboards that surface only the most pressing issues, that require immediate attention or action.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">With HRBPs often supporting large populations (e.g., 1:50 ratios), it is unrealistic to expect them to drive all insight generation. Data democratisation must extend beyond HRBP teams, enabling managers and other stakeholders to access relevant, real-time insights independently.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Working with third-party providers can also help. External partners offer a level of objectivity and plausible deniability that can be useful when driving initiatives that may face internal resistance. They also bring cutting-edge tools and methodologies that can accelerate progress.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-investing-in-people-analytics-tools\">Investing in people analytics tools<\/h2>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7387b849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:45%\">\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"768\" height=\"1024\" src=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/1751539733521-768x1024.jpg\" alt=\"\" class=\"wp-image-147104\" srcset=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/1751539733521-768x1024.jpg 768w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/1751539733521-225x300.jpg 225w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/1751539733521-1152x1536.jpg 1152w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/08\/1751539733521.jpg 1280w\" sizes=\"(max-width: 768px) 100vw, 768px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p class=\"wp-block-paragraph\">One of the practical considerations discussed was whether to invest in a people analytics tool early on or build a solution in-house. While building internally may seem appealing, it often requires significant resource from tech teams, something they may be reluctant to commit. Being aware of this dynamic is essential when building a business case. Early investment in scalable tools can help HR teams avoid bottlenecks and focus on delivering value. The right solution should support automation, reduce manual reporting and enable faster access to data-driven insights.<\/p>\n<\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-ai-ethics-and-responsible-use\">AI ethics and responsible use<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Artificial intelligence in HR remains a complex and evolving space. While there is excitement about AI-powered tools, there is also concern about inconsistent results, ethical risks and inappropriate use cases.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Different models can yield different outcomes across stakeholder groups, especially in early testing phases. There is an urgent need to educate teams (particularly in talent management and recruitment) about responsible data handling. This includes the risks of copying sensitive data into AI tools without safeguards.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Some participants raised concerns about using artificial intelligence to write performance goals, questioning whether such sensitive tasks should be automated at all. The consensus was clear: AI should support, not replace, human judgement. Automation must be applied thoughtfully, with clear governance and ethical boundaries.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-balancing-stakeholder-needs\">Balancing stakeholder needs<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Executive teams may open budgets for data projects, but without HRBP engagement, these initiatives risk falling flat. There is a delicate balance between satisfying board-level demands and protecting the workload and well-being of a stretched HRBP population.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Ultimately, people analytics must serve both strategic and operational needs. It must support <a href=\"https:\/\/www.frazerjones.com\/human-capital\/\">human capital<\/a> decisions, improve employee experience and deliver measurable value to the business. CHROs and senior directors play a key role in championing this shift, but they must also invest in closing skill gaps and building confidence across the wider human resources team.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-conclusion\">Conclusion<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Alongside valuable networking opportunities, the roundtable offered clear, real-world insights for HR professionals navigating the future of work. As organisations face increasing complexity, the ability to harness HR data for workforce planning, employee engagement and strategic decision-making will define the next generation of <a href=\"https:\/\/www.frazerjones.com\/category\/hiring-advice\/leadership\/\">HR leaders<\/a>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">By following a structured maturity model, investing in the right partnerships and fostering a culture of data-driven insights, HR teams can move from reporting to real impact. The future of people analytics is not just about tools. It is about influence, insight and action.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For more updates, case studies and insights from our events, <a href=\"https:\/\/www.linkedin.com\/company\/frazer-jones\/\">follow us on LinkedIn<\/a>.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:25%\">\n\t<div class=\"hd-block hd-block-author\" id=\"block_61a33b5ad4ccb1f618439a6bfec4f8a0\">\n\n\t\t<div class=\"eyebrow-group\">\n\t\t\t<h3 class=\"hd-block-job__title is-style-eyebrow eyebrow-group__title\">Author<\/h3>\n\t\t<\/div>\n\n\t\t<div class=\"cards cards--people\">\n\n\t\t\t\n<div class=\"card card--person post-1866 hd_person type-hd_person status-publish has-post-thumbnail hentry hd_person_experience_focus-contract-interim hd_person_experience_focus-experienced-hires hd_person_sector-banking-and-financial-services hd_person_sector-consumer-retail-hospitality hd_person_sector-government-and-non-profit hd_person_sector-manufacturing hd_person_sector-pharma-life-sciences hd_person_sector-tech-media-telecoms hd_person_seniority-director-group-manager hd_person_specialism-hris hd_person_specialism-reward hd_person_location-uk\" id=\"block_61a33b5ad4ccb1f618439a6bfec4f8a0-person-1866\">\n\n\t<div class=\"card--person__inner\">\n\n\t\t\n\t\t\t<figure class=\"card__image-wrapper\">\n\t\t\t\t<a href=\"https:\/\/www.frazerjones.com\/nl\/consultants\/nick-arnold\/\"><img loading=\"lazy\" decoding=\"async\" width=\"300\" height=\"300\" src=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2022\/03\/Nick-Arnold-300x300.jpg\" class=\"card__image test\" alt=\"\" sizes=\"(max-width: 600px) 100vw, (max-width: 781px) 50vw, (max-width: 1023px) 40vw, (max-width: 1200px) 25vw, 370px\" srcset=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2022\/03\/Nick-Arnold-300x300.jpg 300w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2022\/03\/Nick-Arnold-150x150.jpg 150w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2022\/03\/Nick-Arnold-768x768.jpg 768w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2022\/03\/Nick-Arnold.jpg 1000w\" \/><\/a>\t\t\t<\/figure>\n\n\t\t\t\t\t\t<div class=\"card__titles\">\n\t\t\t\t\t\t\t<h2 class=\"card__title\"><a href=\"https:\/\/www.frazerjones.com\/nl\/consultants\/nick-arnold\/\">Nick Arnold<\/a><\/h2>\n\t\t\t\t\t\t\t\t<h3 class=\"card__subtitle\"><a href=\"https:\/\/www.frazerjones.com\/nl\/consultants\/nick-arnold\/\">Director | Head of Reward, HR Tech and Analytics<\/a><\/h3>\n\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<div class=\"card__location\">UK<\/div>\n\t\t\t\t\t\t<div class=\"card__email\">\n\t\t\t\t<a class=\"card__contact-link card__contact-link--email\" href=\"mailto:nickarnold@frazerjones.com\">nickarnold@frazerjones.com<\/a>\n\t\t\t<\/div>\n\t\t\t\t\t\t<div class=\"card__tel\">\n\t\t\t\t<a class=\"card__contact-link card__contact-link--tel\" href=\"tel:+442073322160\">+44 20 7332 2160<\/a>\n\t\t\t<\/div>\n\t\t\t\t\t\t<div class=\"card__linkedin\">\n\t\t\t\t<a class=\"card__contact-link card__contact-link--linkedin\" target=\"_blank\" href=\"https:\/\/www.linkedin.com\/in\/nickarnoldfrazerjones\/\">Connect<\/a>\n\t\t\t<\/div>\n\t\t\t\n\t<\/div>\n\n<\/div>\n\n\n\t\t<\/div>\n\n\t<\/div>\n\n\t\n\n\n\t<div class=\"hd-block hd-block-jobs is-style-reduced alignwide\" id=\"block_b21800ccfa1510e172d749a32e4b381e\" style=\"\">\n\n\t\t\n\t\t\t<div class=\"eyebrow-group\">\n\n\t\t\t\t\t\t\t\t\t<h3 class=\"hd-block-job__title is-style-eyebrow eyebrow-group__title\">Jobs<\/h3>\n\t\t\t\t\t\n\t\t\t<\/div>\n\n\t\t\t\n\t\t<div class=\"cards cards--jobs\">\n\n\t\t\t\n<div class=\"card card--job post-188601 job_listing type-job_listing status-publish hentry\" id=\"block_b21800ccfa1510e172d749a32e4b381e-job-188601\">\n\n\t<a class=\"card__link\" href=\"https:\/\/www.frazerjones.com\/nl\/job\/senior-people-insights-analyst-188601\/\">\n\n\t\t\n\t\t\t<ul class=\"card__tags\">\n\n\t\t\t\t\t\t\t\t\t<li class=\"card__tag card__tag--srgroup_job_industry\">Retail\/e-commerce<\/li>\n\t\t\t\t\t\t\t\t\t\t<li class=\"card__tag card__tag--srgroup_job_contract\">Fixed term contract<\/li>\n\t\t\t\t\t\n\t\t\t<\/ul>\n\n\t\t\t\t\t\t<h4 class=\"card__title\">Senior People Insights Analyst<\/h4>\n\t\t\t\t\t\t<div class=\"card__content\">Senior People Insights Analyst Between Oxford &amp; London | Hybrid Working (1-2 Days Per Week) 12-Month Fixed-Term Contract | \u00a355,000 &#8211; \u00a360,000 + Benefits Frazer Jones is delighted to be partnering with a forward-thinking, internationally recognised retail and consumer business to appoint a People Insights Analyst on a 12-month fixed-term contract. People Reporting Analyst (FTC). [&hellip;]<\/div>\n\t\t\t\n\t\t<ul class=\"meta__list meta-list--icons\">\n\n\t\t\t\t\t\t\t<li class=\"card__salary meta__item\"><span class=\"meta__item-label\">Salary<\/span> <span class=\"meta__item-value\">GBP55000 &#8211; GBP60000 per annum<\/span><\/li>\n\t\t\t\t\t\t\t\t<li class=\"card__published-date meta__item\"><span class=\"meta__item-label\">Posted<\/span> <span class=\"meta__item-value\">7 dagen geleden geplaatst<\/span><\/li>\n\t\t\t\t\n\t\t<\/ul>\n\n\t\t\n\t\t<p class=\"card__read-more\">Read more<\/p>\n\n\t<\/a>\n\n<\/div>\n<div class=\"card card--job post-187081 job_listing type-job_listing status-publish hentry\" id=\"block_b21800ccfa1510e172d749a32e4b381e-job-187081\">\n\n\t<a class=\"card__link\" href=\"https:\/\/www.frazerjones.com\/nl\/job\/head-of-hr-technology-ai-transformation-187081\/\">\n\n\t\t\n\t\t\t<ul class=\"card__tags\">\n\n\t\t\t\t\t\t\t\t\t<li class=\"card__tag card__tag--srgroup_job_industry\">Legal<\/li>\n\t\t\t\t\t\t\t\t\t\t<li class=\"card__tag card__tag--srgroup_job_contract\">Permanent<\/li>\n\t\t\t\t\t\n\t\t\t<\/ul>\n\n\t\t\t\t\t\t<h4 class=\"card__title\">Head of HR Technology &amp; AI Transformation<\/h4>\n\t\t\t\t\t\t<div class=\"card__content\">This is a rare opportunity to lead the complete transformation of HR technology, AI adoption and digital service delivery within a leading global professional services organisation. Reporting to the Global Head of HR Technology and working closely with the CPO, this newly created role will see the successful candidate define and deliver a multi-year HR [&hellip;]<\/div>\n\t\t\t\n\t\t<ul class=\"meta__list meta-list--icons\">\n\n\t\t\t\t\t\t\t<li class=\"card__salary meta__item\"><span class=\"meta__item-label\">Salary<\/span> <span class=\"meta__item-value\">GBP150000 &#8211; GBP180000 per annum + + bonus<\/span><\/li>\n\t\t\t\t\t\t\t\t<li class=\"card__published-date meta__item\"><span class=\"meta__item-label\">Posted<\/span> <span class=\"meta__item-value\">2 weken geleden geplaatst<\/span><\/li>\n\t\t\t\t\n\t\t<\/ul>\n\n\t\t\n\t\t<p class=\"card__read-more\">Read more<\/p>\n\n\t<\/a>\n\n<\/div>\n\t\t<\/div>\n\t\n\t<\/div>\n\n\t\n\n\n<div class=\"wp-block-group is-layout-constrained wp-block-group-is-layout-constrained\"><\/div>\n<\/div>\n<\/div>\n\n\n\n\t<div class=\"hd-block hd-block-posts is-template-grid alignwide\" id=\"block_a570b009114229aa2ee13093faa14845\">\n\n\t\t\n\t\t\t<div class=\"eyebrow-group\">\n\n\t\t\t\t\t\t\t\t\t<h2 class=\"hd-block-job__title is-style-eyebrow eyebrow-group__title\">Featured Content<\/h2>\n\t\t\t\t\t\t\t\t\t\t<div class=\"wp-block-button is-style-arrow eyebrow-group__button\">\n\t\t\t\t\t\t<a class=\"hd-block-posts__button button wp-block-button__link eyebrow-group__link\" href=\"#\">See all news<\/a>\n\t\t\t\t\t<\/div>\t\n\t\t\t\t\t\n\t\t\t<\/div>\n\n\t\t\t\n\t\t<div class=\"cards cards--posts\">\n\n\t\t\t\n<div class=\"card card--post post-189334 post type-post status-publish format-standard has-post-thumbnail hentry category-hr-de category-hris category-markteinblicke category-technologie tag-hr tag-hris tag-systems hd_author-james-baker\" id=\"block_a570b009114229aa2ee13093faa14845-job-189334\">\n\n\t<a class=\"card__link\" href=\"https:\/\/www.frazerjones.com\/nl\/markteinblicke\/the-convergence-of-hr-technology-and-hr-operations-why-professional-services-firms-are-rethinking-their-people-infrastructure\/\">\n\n\t\t\n\t\t\t<div class=\"card__image-wrapper\">\n\n\t\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"300\" height=\"225\" src=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2024\/03\/iStock-826690472.reduced-300x225.jpg\" class=\"card__image\" alt=\"\" sizes=\"(max-width: 481px) 100vw, (max-width: 599px) 50vw, (max-width: 1240px) 33vw, 370px\" srcset=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2024\/03\/iStock-826690472.reduced-300x225.jpg 300w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2024\/03\/iStock-826690472.reduced-1024x768.jpg 1024w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2024\/03\/iStock-826690472.reduced-768x576.jpg 768w\" \/>\n\t\t\t<\/div>\n\n\t\t\t\n\t\t\t<ul class=\"card__tags\">\n\n\t\t\t\t\t\t\t\t\t\t<li class=\"card__tag\"><\/li>\n\t\t\t\t\t\t\n\t\t\t<\/ul>\n\n\t\t\t\t\t\t<h3 class=\"card__title\">The convergence of HR technology and HR operations: why professional services firms are rethinking their people infrastructure\u00a0<\/h3>\n\t\t\t\n\t\t<ul class=\"meta__list\">\n\n\t\t\t\t\t\t\t<li class=\"card__published-date meta__item\"><span class=\"meta__item-label\">Posted<\/span> <span class=\"meta__item-value\">september 23, 2026<\/span><\/li>\n\t\t\t\t\n\t\t<\/ul>\n\n\t\t\t\t\t<div class=\"card__content\">Contents Share Key insights Across professional services firms, conversations about HR are changing.\u00a0 While HR systems have long been viewed as the technology that sits behind people processes, organisations are increasingly recognising that technology alone is not enough. Instead, firms are focusing on how their systems, processes and people work together to deliver a more [&hellip;]<\/div>\n\t\t\t\n\t<\/a>\n\n<\/div>\n<div class=\"card card--post post-140850 post type-post status-publish format-standard has-post-thumbnail hentry category-market-insight category-technology tag-ai tag-hr tag-hris tag-recruitment tag-us tag-video\" id=\"block_a570b009114229aa2ee13093faa14845-job-140850\">\n\n\t<a class=\"card__link\" href=\"https:\/\/www.frazerjones.com\/nl\/market-insight\/technology\/ai-in-the-workplace-empowering-hr-with-intelligence-not-replacing-it\/\">\n\n\t\t\n\t\t\t<div class=\"card__image-wrapper\">\n\n\t\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"300\" height=\"225\" src=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/05\/Video-thumbnail-1-300x225.png\" class=\"card__image\" alt=\"\" sizes=\"(max-width: 481px) 100vw, (max-width: 599px) 50vw, (max-width: 1240px) 33vw, 370px\" srcset=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/05\/Video-thumbnail-1-300x225.png 300w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/05\/Video-thumbnail-1-1024x768.png 1024w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2025\/05\/Video-thumbnail-1-768x576.png 768w\" \/>\n\t\t\t<\/div>\n\n\t\t\t\n\t\t\t<ul class=\"card__tags\">\n\n\t\t\t\t\t\t\t\t\t\t<li class=\"card__tag\"><\/li>\n\t\t\t\t\t\t\n\t\t\t<\/ul>\n\n\t\t\t\t\t\t<h3 class=\"card__title\">AI in the workplace: empowering HR with intelligence, not replacing it<\/h3>\n\t\t\t\n\t\t<ul class=\"meta__list\">\n\n\t\t\t\t\t\t\t<li class=\"card__published-date meta__item\"><span class=\"meta__item-label\">Posted<\/span> <span class=\"meta__item-value\">mei 30, 2025<\/span><\/li>\n\t\t\t\t\n\t\t<\/ul>\n\n\t\t\t\t\t<div class=\"card__content\">Artificial Intelligence (AI) is no longer a distant concept\u2014it&#8217;s actively reshaping how we work, especially in the HR space. Lauren Buxbaum, an organizational psychologist and AI expert at Agility Advisors, recently shared her insights in a Frazer Jones discussion, highlighting how AI is transforming HR functions while emphasizing the importance of ethical and thoughtful implementation. [&hellip;]<\/div>\n\t\t\t\n\t<\/a>\n\n<\/div>\n<div class=\"card card--post post-139831 post type-post status-publish format-standard has-post-thumbnail hentry category-career-advice category-finding-talent category-hiring-advice category-hris category-leadership category-market-insight category-market-update category-technology tag-hr-systems tag-hr-tech tag-hris hd_author-antonblades\" id=\"block_a570b009114229aa2ee13093faa14845-job-139831\">\n\n\t<a class=\"card__link\" href=\"https:\/\/www.frazerjones.com\/nl\/market-insight\/hris\/why-hr-systems-and-hris-roles-are-booming-and-what-it-means-for-your-hr-strategy\/\">\n\n\t\t\n\t\t\t<div class=\"card__image-wrapper\">\n\n\t\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"300\" height=\"225\" src=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2024\/09\/use-this-300x225.jpg\" class=\"card__image\" alt=\"\" sizes=\"(max-width: 481px) 100vw, (max-width: 599px) 50vw, (max-width: 1240px) 33vw, 370px\" srcset=\"https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2024\/09\/use-this-300x225.jpg 300w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2024\/09\/use-this-2048x1536.jpg 2048w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2024\/09\/use-this-1024x768.jpg 1024w, https:\/\/www.frazerjones.com\/wp-content\/uploads\/sites\/2\/2024\/09\/use-this-768x576.jpg 768w\" \/>\n\t\t\t<\/div>\n\n\t\t\t\n\t\t\t<ul class=\"card__tags\">\n\n\t\t\t\t\t\t\t\t\t\t<li class=\"card__tag\"><\/li>\n\t\t\t\t\t\t\n\t\t\t<\/ul>\n\n\t\t\t\t\t\t<h3 class=\"card__title\">Why HR systems and HRIS roles are booming \u2013 and what it means for your HR strategy<\/h3>\n\t\t\t\n\t\t<ul class=\"meta__list\">\n\n\t\t\t\t\t\t\t<li class=\"card__published-date meta__item\"><span class=\"meta__item-label\">Posted<\/span> <span class=\"meta__item-value\">mei 19, 2025<\/span><\/li>\n\t\t\t\t\n\t\t<\/ul>\n\n\t\t\t\t\t<div class=\"card__content\">As the HR function becomes increasingly digital and data-led, demand is rising for professionals who can bridge operations, systems, and strategy. In a recent conversation, Frazer Jones consultants Aseel and Anton unpacked the growing intersection between HR operations and HRIS \u2013 and what it means for HR leaders, teams, and businesses today. The rise of [&hellip;]<\/div>\n\t\t\t\n\t<\/a>\n\n<\/div>\t\t\n\t\t<\/div>\n\n\t\t\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Last month, Nick Arnold, Head of Reward, HR Tech and Analytics, and Anton Blades, Principal Consultant, hosted a high-impact roundtable in London, in collaboration with Crunchr, bringing together HR leaders, people analytics professionals and industry experts from across sectors including technology, legal, energy, gaming, insurance, financial services and FMCG. Despite the diversity of industries represented, [&hellip;]<\/p>\n","protected":false},"author":87,"featured_media":147098,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"templates\/post-original.php","format":"standard","meta":{"_acf_changed":false,"_cn_metabox_post_checkbox_dont_send_once":false,"_cn_metabox_post_checkbox_dont_send_ever":false,"footnotes":""},"categories":[629,24,511],"tags":[646],"hd_author":[705],"class_list":["post-147094","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hris","category-market-insight","category-technology","tag-event","hd_author-nick-arnold"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v28.2 (Yoast SEO v28.5) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Key insights from our people analytics roundtable | Frazer Jones<\/title>\n<meta name=\"description\" content=\"Explore key insights from our recent people analytics roundtable, covering data literacy, HR strategy, AI ethics, workforce planning and the evolving role of HR professionals.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.frazerjones.com\/market-insight\/hris\/people-analytics-in-action-insights-from-our-recent-roundtable\/\" \/>\n<meta property=\"og:locale\" content=\"nl_NL\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"People analytics in action: insights from our recent roundtable\" \/>\n<meta property=\"og:description\" content=\"Explore key insights from our recent people analytics roundtable, covering data literacy, HR strategy, AI ethics, workforce planning and the evolving role of HR professionals.\" \/>\n<meta property=\"og:url\" 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