Job Title: Manager – HR Analytics

Role Overview

The Manager – People Analytics will lead the design, development, and delivery of data-driven insights to support strategic HR and business decisions. This role combines analytics expertise, business acumen, and stakeholder management to improve workforce outcomes, optimize talent strategies, and enhance employee experience.

Key Responsibilities

1. Analytics Strategy & Leadership

• Develop and execute the People Analytics roadmap aligned with HR and business priorities
• Lead and mentor a team of analysts/data specialists (if applicable)
• Partner with HR leadership to identify high-impact analytics opportunities

2. Data Analysis & Insights

• Analyze workforce data (e.g., attrition, engagement, hiring, performance, DEI metrics)
• Build predictive and diagnostic models to identify trends and risks
• Translate complex data into actionable insights and recommendations

3. Reporting & Visualization

• Design and maintain dashboards and reports using tools like Power BI, Tableau, or similar
• Ensure data accuracy, consistency, and governance across HR systems
• Automate recurring reporting processes

4. Regulatory & Compliance Reporting

• Building automated compliance dashboards
• Monitoring anomalies (e.g., pay equity gaps, overtime violations)
• Enabling predictive risk identification
• Improving data quality and audit readiness

5. Stakeholder Management

• Collaborate with HR Business Partners, Talent Acquisition, and business leaders
• Present insights in a clear, compelling way to non-technical stakeholders
• Influence decision-making using evidence-based recommendations

6. Data Management & Tools

• Work with HRIS (e.g., Workday, SAP SuccessFactors) and data warehouses
• Partner with IT/data engineering teams on data pipelines and integrations
• Ensure compliance with data privacy and security regulations

7. Advanced Analytics & Innovation

• Apply statistical techniques and machine learning where relevant
• Drive experimentation (A/B testing) for HR initiatives
• Stay updated with industry trends and best practices in People Analytics

Qualifications

Education

• Bachelor’s or Master’s degree in Data Science, Statistics, HR, Economics, or related field

Experience

• 10–13 years of experience in analytics, with at least 5-6 years in People/HR Analytics
• Experience managing end-to-end projects preferred
• Experienced in EEOC, BLS, CSRD, GDPR, and similar reporting.

Technical Skills

• Strong proficiency in SQL, Excel, Alteryx, Power Queries and data visualization tools (Power BI/Tableau)
• Experience with Python/R is a plus
• Exposure to Databricks is a plus
• Exposure to Discovery Board and Prism is a Plus
• Exposure to Visier is a Plus
• Familiarity with HR systems (Workday, Sum total, Field Glass, Eighfold etc.)

Core Competencies

• Strong analytical and problem-solving skills
• Business acumen and ability to connect data to outcomes
• Excellent communication and storytelling skills
• Stakeholder management and influencing ability

Preferred Qualifications

• Experience in large, matrixed or global organizations
• Knowledge of statistical modeling, forecasting, and experimentation
• Exposure to workforce planning and talent strategy

Key Success Metrics

• Adoption and impact of analytics insights on business decisions
• Improvement in key HR metrics (attrition, hiring efficiency, engagement)
• Stakeholder satisfaction and engagement
• Data quality and reporting efficiency