Overview

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This course focuses on aligning people analytics with organizational strategy. You'll learn to understand complex organizational structures, manage stakeholder relationships, and link workforce metrics to business objectives. You'll begin by analyzing reporting structures and mapping organizational relationships. The course then covers stakeholder management techniques such as influence mapping and role clarity using RACI frameworks. You'll also learn to connect people analytics to strategic priorities. Through guided exercises, you'll practice developing a roadmap linking workforce metrics to business outcomes. The course includes a career development module to help you position your analytics skills. A final project guides you in creating a strategic analytics roadmap. This course prepares you to contribute to strategic HR initiatives using data-driven insights.

Syllabus

Map Org Structures: Matrix Reporting and Headcount - Where the Org Chart Breaks Down

In this module, you'll apply your understanding of why matrix reporting lines make headcount reconciliation so difficult—and build a three-level org chart in Lucidchart that makes dual-reporting relationships visible.

Map Org Structures: Documenting Dual Reports - From Chart to Stakeholder Summary

In this module, you'll analyze dual-reporting relationships by using AI to draft stakeholder summaries that flag headcount ownership conflicts. You'll evaluate AI-generated claims against actual org chart data and present verified findings to leadership.

Engage HR Stakeholders

Great analytics mean nothing if no one uses them. This course teaches you to engage stakeholders strategically and drive adoption of HR analytics initiatives. You'll apply your understanding of why engagement determines success, apply the influence-interest grid to prioritize your efforts, and use AI to draft communication plans. By the end, you'll turn skeptics into supporters and ensure your analytics work drives real organizational change.

Link Analytics to Strategy

HR analytics only matters if it connects to what executives care about—growth, efficiency, risk, and competitive advantage. In this beginner course, you'll learn to link people data to organizational strategy and communicate that connection in terms business leaders understand. Using real-world examples from companies navigating workforce challenges, you'll apply strategic framing to identify priorities, use a metric-to-strategy alignment framework to map HR analytics to business outcomes, and analyze AI-drafted narratives to ensure those connections are accurate and defensible. By the end, you won't just report HR metrics—you'll position analytics as essential business infrastructure that drives decisions at the executive level.

Career: Launching Your People Analytics Career

By the end of this module, learners will be able to articulate their skills for people analytics roles, prepare tailored application materials, and demonstrate interview readiness for entry-level positions. The module helps translate program learning into practical career outcomes by guiding learners to highlight technical and analytical skills, showcase project work, and position themselves for roles such as People Analytics Specialist or HR Data Analyst. Through videos and hands-on activities, learners will build a targeted resume and portfolio outline. The module also provides strategies for tailoring applications and preparing for interviews, helping learners develop career-ready materials and confidence to pursue opportunities in people analytics.

Project Module: Strategic Analytics Roadmap

This capstone project for the program brings together strategic alignment skills with the analytical and communication capabilities you've developed throughout. The deliverable—a complete strategic analytics package—represents the type of work that distinguishes senior people analytics professionals: connecting people data to business strategy with clear stakeholder engagement plans.