People Technology & Analytics Manager

Welcome to Your Next Adventure!

We are looking for a People Technology & Analytics Manager to build and scale the technology, data, and analytics foundations of People & Culture across Snoonu Group.

As Snoonu continues to scale across markets, the complexity of our workforce, systems, and talent decisions is increasing. This role will ensure that our P&C technology ecosystem can support that growth while building the foundations for stronger, data-informed workforce and talent decisions.

This is not a dashboard-building role.

The role sits at the intersection of People, Technology, Data, Finance, and Business Strategy. You will work closely with P&C leadership, Business Intelligence, Finance, Technology teams, and business leaders to establish the systems, data architecture, governance, processes, and analytical frameworks required to turn workforce data into meaningful talent intelligence.

You will report directly to the Chief People & Purpose Officer and operate across Snoonu Group.

• Own the functional roadmap for Snoonu's People technology ecosystem, ensuring our systems remain scalable as the organization grows across businesses and markets.
• Lead the ongoing maintenance, optimization, configuration, and evolution of our core HR platforms and related P&C technology.
• Identify opportunities to automate and simplify P&C processes, reducing manual work and improving employee and manager experience.
• Partner with Technology and relevant vendors on integrations, system architecture, implementation, upgrades, and troubleshooting.
• Establish clear standards for system ownership, access, data quality, governance, and documentation.
• Assess emerging People Technology solutions and make recommendations based on business needs, scalability, integration requirements, and ROI.
• Ensure new countries, entities, organizational structures, and P&C processes can be incorporated into our technology ecosystem effectively.

• Build Snoonu's People Analytics foundation and roadmap, moving the organization from reporting workforce data toward generating actionable talent intelligence.
• Establish consistent workforce definitions, data structures, governance, and analytical methodologies across P&C.
• Partner with P&C leaders to identify the questions we need our people data to answer, rather than simply producing reports.
• Develop analytical frameworks around areas such as workforce composition, organizational health, hiring, retention, attrition, performance, critical talent, productivity, span of control, workforce cost, and succession.
• Connect people data with relevant financial, operational, and business data to help leadership understand the relationship between talent decisions and business outcomes.
• Translate complex workforce data into clear insights, implications, and recommendations for P&C and business leadership.
• Build the foundations for predictive and forward-looking workforce analytics over time.

• Partner with P&C, Finance, Strategy, and business leaders to strengthen workforce planning and headcount governance.
• Develop frameworks that improve our ability to understand current workforce capacity, future capability requirements, organizational gaps, and workforce investment.
• Support annual and long-range workforce planning with reliable data, assumptions, and scenario modelling.
• Provide analytical support for organizational design, restructuring, expansion, M&A, talent investments, and other strategic workforce decisions.
• Help establish a consistent single source of truth for workforce information across P&C and Finance.

• Act as the bridge between P&C and technical/data teams, translating People requirements into scalable technology and analytics solutions.
• Work closely with Business Intelligence to define data requirements, architecture, models, and visualization needs while maintaining P&C ownership of the business questions and talent interpretation.
• Partner with Finance to improve alignment between workforce data, headcount planning, payroll costs, and workforce budgets.
• Work…