Unlocking the Power of People Analytics with Buddy Benge of Edward Jones

In the fast-evolving world of People Analytics, understanding data isn’t enough—you need to know how to ask the right questions and translate insights into meaningful action. That was the core message of Buddy Benge, Head of Talent Insights at Edward Jones, during his recent conversation with i4cp’s Tom Stone and Katheryn Brekken on Next Practices Weekly.

Buddy, a seasoned leader with over 17 years of experience in People Analytics, shared his journey from an unlikely beginning in history and game coding to becoming a recognized expert in HR data and strategy. His story is a testament to how a diverse skill set—ranging from statistical knowledge to business acumen—can shape the future of People Analytics.

Key topics of discussion:

Basic HR reporting is no longer enough: Organizations need insights, not just numbers. Buddy discussed how Edward Jones is evolving from traditional reporting to Talent Intelligence, ensuring that HR teams deliver actionable strategies rather than raw data.
Scaling People Analytics requires a structured approach: The group explored how Edward Jones expanded its analytics team, outlining the four pillars that drive their success: data-driven insights, employee listening, AI-powered evaluations, and strategic workforce planning.
The three skills every analytics leader needs: Excelling in People Analytics requires a unique mix of expertise. Buddy outlined three essential skills—domain expertise, statistical knowledge, and HR technology proficiency—and explained why finding professionals with all three is rare but crucial for success.
AI is changing HR, but human expertise still matters: AI is transforming how HR analyzes data, evaluates feedback, and improves performance reviews, but Buddy emphasized that technology alone won’t drive change. The ability to tell compelling data stories remains a uniquely human skill that will continue to be critical in decision-making.

People Analytics is evolving into a critical function for HR strategy, helping organizations make smarter, data-driven decisions. As AI reshapes the field, HR leaders must develop cross-disciplinary skills, ask better questions, and embrace a future where data informs—but doesn’t replace—human judgment.

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