Manager, Workforce Analytics

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The Manager, Workforce Analytics leads the design, delivery, and evolution of analytical products, insights, and research that enable data‑driven workforce decisions. This role partners closely with HR, business leaders, and cross‑functional stakeholders to translate workforce data into actionable insights that improve organizational effectiveness, talent strategies, and employee experience.

The ideal candidate blends technical expertise with strong storytelling, business acumen, and a consultative mindset.

• People Analytics Strategy & Leadership

  • Partner with Director of Workforce Strategy and Org Effectiveness to develop and execute a multi‑year People Analytics roadmap aligned to enterprise workforce strategy and HR priorities.
  • May lead, coach, and develop a high‑performing team of analysts, ensuring strong analytical rigor and stakeholder partnership capabilities.
  • Champion data‑driven decision making across HR and the business.

  Analytics, Reporting & Research

  • Oversee the design and delivery of strategic dashboards, reports, and analytical models to support workforce planning, talent acquisition, attrition, mobility, engagement, and performance with a lens toward direct business impact.
  • Lead advanced analytics initiatives such as predictive modeling, segmentation, experimentation, and statistical analysis to uncover workforce trends.
  • Ensure accuracy, consistency, and reliability of all people data products.

  Consulting & Stakeholder Partnership

  • Serve as a strategic advisor to CHRO, HR LT, HR Business Partners (a.k.a. People Strategy Team), Talent Leaders, and business executives.
  • Translate complex data into clear, compelling narratives and recommendations that drive action.
  • Facilitate cross‑functional collaboration with IT, BIA, Finance, and business operations to align data architecture and business needs.

  Data Governance & Quality

  • Partner with HRIS, BIA, and IT teams to strengthen data quality, system integrations, and governance processes, in support of strategic business insights.
  • Influence the establishment and maintenance of consistent data definitions, standards, and documentation across all people metrics and communicate out to key stakeholders, ensuring one source of truth.
  • Establish meaningful data integration architecture and models to create new insights.

  Tools & Technology

  • Leverage tools, techniques, and platforms that enable sophisticated data modeling and dynamic segmentation (e.g. R, Python, SQL, SPSS, Stata, ER/Studio, etc…).
  • Leverage people analytics tools and visualization platforms (e.g., Paycor, Visier, Power BI, etc…) to share the insights and tell the story.
  • In targeted areas, lead the operationalization of key Business/People metrics, either through scheduled report delivery and/or self‑service, partnering with the BIA team.

• Education & Experience

  • Bachelor’s degree in analytics, statistics, psychology, economics, business, or a related field;
    Master’s preferred.
  • 6–10+ years of experience in people analytics, business analytics, organizational research, or a similar domain.
  • 2–4+ years of experience leading teams or significant cross‑functional initiatives.

  Technical Skills

  • Strong proficiency in data visualization tools (e.g., Visier, Power BI).
  • Experience with statistical modeling or analysis tools (e.g., Python, R, SQL, ER/Studio, SPSS, Stata) preferred.
  • Knowledge of HRIS systems (e.g., Paycor, Oracle) and workforce data structures.
  • Strong understanding of data governance, privacy, and…