Director, Workforce Intelligence and Analytics

Rockwell Automation is a global technology leader focused on helping the world’s manufacturers be more productive, sustainable, and agile. With more than 28,000 employees who make the world better every day, we know we have something special. Behind our customers - amazing companies that help feed the world, provide life-saving medicine on a global scale, and focus on clean water and green mobility - our people are energized problem solvers that take pride in how the work we do changes the world for the better.

We welcome all makers, forward thinkers, and problem solvers who are looking for a place to do their best work. And if that’s you we would love to have you join us!

Rockwell Automation is seeking a Director, Workforce Intelligence & Analytics. You will turn workforce data into clear decisions about capability, cost, capacity, leadership depth, skills, critical roles, hiring, mobility, automation, and future work. You will connect strategic workforce planning, people analytics, and workforce intelligence platforms into one decision-support capability. Success means insights lead to decisions, owners, timelines, action, and measurable outcomes.

The role partners with HR Business Partners, HR Enablement, HR Technology, Finance, Talent Acquisition, Talent Management, and senior business leaders. Reporting to the VP, Talent, you will have a hybrid office schedule and work from either our Milwaukee, WI or Mayfield Heights, OH offices.

• Workforce Intelligence Build and lead the enterprise workforce intelligence strategy, roadmap, operating rhythm, and executive insight agenda.
• Translate business strategy into workforce questions leaders can act on, including capability gaps, talent supply, workforce cost, automation, location, and investment choices.
• Combine people, labor market, hiring, mobility, succession, learning, workforce cost, operational, and business data into clear decision products.
• Ensure insights move to decisions, owners, timelines, and measurable outcomes through partnership with HR and business leaders.
• Strategic Workforce Planning Lead strategic workforce planning, including current workforce baselines, future demand scenarios, and priority capability needs.
• Build planning models that evaluate build, buy, borrow, redeploy, automate, and reduce-demand options.
• Partner with HR, Finance, and business leaders to connect workforce plans to investment choices, productivity, location strategy, cost, capacity, and growth priorities.
• Support technical workforce planning, technical career metrics, engineering leadership talent reviews, succession planning, and related executive reporting.
• Analytics and Insights Move us from activity reporting to decision support focused on business-critical workforce questions.
• Create executive insight products, including workforce forecasts, succession and leadership pipeline views, hiring strategy briefs, productivity signals, critical role risk, service-level views, and skills gap analysis.
• Use and support technical delivery of platforms such as Workday, Visier, Power BI, labor market data, and talent intelligence tools to scale repeatable analytics products.
• Develop executive narratives that explain what is happening, why it matters, what options leaders have, what tradeoffs exist, and what action is recommended.
• People Data Governance Oversee people metric definitions, reporting standards, data quality rules, and governance routines for workforce intelligence outputs.
• Partner with HR Technology, IT, HR Enablement, and business leaders on data quality, access, and privacy.
• Additionally, collaborate on ethical use, AI governance, operational reporting, and system requirements. These system requirements…