People Analytics · London
Marc
Puricelli
I've spent the last ten years in HR across large multinational companies in different industries and markets. I started in core HR, then moved into internal communications and change management before specialising in people analytics. The throughline has always been the same: a passion for technology, a creative instinct, and a deep curiosity about how things work. I'm currently based in London, working in people analytics and compensation at Ralph Lauren, and thinking a lot about how AI can be used effectively in my work and deployed well across the wider HR function.
People Analytics & Reporting
I build the analytics infrastructure that turns HR data into actionable insights for business and HR leaders — headcount planning, attrition models, compensation benchmarking, org health dashboards. I'm good at connecting dots across messy, disconnected systems and finding practical ways forward when the ideal data stack doesn't exist. Using whatever fits the problem — Python, SQL, Power Platform, SharePoint Lists, SQLite, shell scripts — I build custom solutions that get data out of separate sources and into useful dashboards and reports quickly, while still taking data security seriously.
Currently thinking about
How much do organisations need to redesign their processes to reap the rewards AI promises? The latest research suggests most large businesses have not managed that yet. They've added the tool without rethinking the process around it. Starting from scratch is rarely realistic either. So what are the first meaningful steps a team can actually take?
Communication & Change Management
Before I worked as a data analyst, I spent years writing and producing internal communications content — articles, videos, campaigns, social posts, and employee engagement materials. I still see my data work as fundamentally the same job: reducing complexity into something clearer, simpler, and actually useful. Those years still come in handy when I'm deciding which insights matter, how to frame them, and what different audiences need to understand from a report.
Things I've built outside my day job
Greenwich Foot Tunnel Lifts iOS App
My first iOS app. It checks the status of both lifts in the Greenwich Foot Tunnel in London, with Home Screen widgets, status-change notifications, and a watchOS app. Most people can take the stairs, but for cyclists, parents with buggies, and anyone who relies on the lifts, knowing they're down before setting off means taking a different route rather than being turned back on arrival.
I built it with Claude and Codex doing most of the heavy lifting. What I've learned is that a clear vision of the final product, good taste, and consistently high standards still matter a lot. AI can write plenty of code, but imprecise or uninformed prompts can send you down dead ends very quickly, especially when they cut against well-established Swift or SwiftUI conventions.
02
Sports Committee Power App
An internal app I built for Ralph Lauren employees in Geneva and London to browse upcoming sports classes and company activities, and sign up or cancel. It uses SharePoint Lists in the backend as a workaround for the lack of a proper database. Not ideal, but it works well and helps dozens of colleagues sign up for classes every week. I rebuilt it from scratch in 2023 with responsive layouts for mobile, tablet, and desktop.
Areas of focus
Most of my day. I build the reporting, data models, dashboards, and lightweight tools that help HR make use of data spread across a wide mix of systems.
AI has already improved my work in concrete ways, and I'm interested in how these tools can be adopted faster, better, and more usefully across HR.
Writing is thinking on paper.William ZinsserWhere I started, and a skill I still use every week. Writing helps turn vague thoughts into something clear and useful. I still draw on that background in communications and change management all the time.