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.
I have over 8 years of work experience across banking, financial services, customer operations and HR analytics, and my background is HR. I hold an MSc in Human Resource Management and I'm an Associate Member of the CIPD and a Master HR Analytics Professional (MHRAP). The analytics grew out of that background.
I build the reporting and models that answer the questions HR leaders get asked: who is leaving and what it costs, where hiring slows down, and how much headcount a plan needs. I work in SQL and Excel to get the data right, and use Power BI to put it in front of the people making the decision.
Explore four Power BI projects. Each report covers the business question, data, analysis and recommendations.
A Power BI planning view for OptiGrowth Enterprises, a case-study company: how many roles each department must refill if attrition holds, and what changes if it falls.
A Power BI view of who left Lumina Tech, a case-study company, when in their tenure, and what the turnover cost.
A Power BI view of what each hiring route cost Ted Square Ltd, a case-study company, and what a higher internal share would save.
A self-service Power BI report on performance appraisal data for Salford & Co, a case-study company.
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.
Every published employer pay gap for the last two reporting years, benchmarked by sector, size and pay quartile.
ONS vacancies, unemployment, inactivity and pay growth to June 2026, and what they mean for hiring and retention plans.
A logistic regression and random forest predicting attrition on the fictional IBM HR Analytics dataset, with drivers and guardrails for responsible use.
Service KPIs measured against SLA targets, broken down by contact reason and channel.
Response times were slipping, and it wasn't clear where in the workflow the delays were.
Interaction-level logs: response time, resolution time, CSAT score, contact reason and channel.
A worked example of an early-tenure attrition analysis, built on a fictional company.
A worked example of method. The company, data and figures are fictional and do not describe any 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