Manager, HR Analytics and Workforce Intelligence

We are seeking a highly capable and forward-thinking HR Analytics leader to build and scale our Human Capital Intelligence capability. This role will be instrumental in the transformation of HR as we embrace automation, AI, and other forms of operational efficiency. The mission is to shift from manual, Excel-based reporting, to automation that enables data and insights to be dynamic, ready-now, and to inform/support real-time business decisions.

This individual will represent HR and collaborate across the enterprise to deliver trusted workforce insights, establish data governance and standards, and enable faster, more informed business decisions. This is a build-from-scratch role with high visibility and direct impact on enterprise performance.

Key Responsibilities

Build Workforce Intelligence (Core Mandate)

Design and deliver enterprise-level dashboards and analytics focused on the following (but not limited to):

• Headcount, workforce mix, and geographic distribution
• Sourcing and Hiring trends, personnel requisition integrity, and time-to-fill metrics
• Termination trends (including early attrition and manager patterns) Workforce conversion (Temp
• Regular)
• Career Mobility (promotion velocity by level, rate of internal opportunity, etc.)

Internal Talent Insights (performance, bench strength) Development trends including education, experience and exposure attributes. Establish a weekly operating cadence for workforce insights.

Build Compensation Intelligence

Develop monthly insights on:

• Cost of labor (by site, geography, and job family)
• Pay positioning (range penetration, compa-ratio)
• Pay equity indicators across the enterprise ROI of labor investment by role and function *

HR Operations

• ROI models for HR programs
• Data for compliance and audit reporting Data and insight needs for annual HR activities and projects (Org and Talent, Strategic Workforce Planning) *

Own Data Modeling & Insight Delivery

Using Microsoft Power BI:

• Build scalable data models (not just reports)
• Create standardized approach to managing with metrics
• Translate data into clear insights and decision enablement - enable problem solving with data Deliver both operational dashboards and executive-level summaries *

Establish Data Integrity & Governance

• Represent GHR in AI/Automation governance teams; build a GHR AI/Automation roadmap in support of a 3-5 year planning horizon
• Be a true HR data expert; identify & surface data inconsistencies
• Partner with HR and IT to improve upstream data quality
• Define and standardize HR data definitions globally Build trust in HR data as a reliable source of truth *

Partner Cross-Functionally

• Work closely with IT Solution Architects to consume and model data from systems such as Oracle Cloud HCM and payroll platforms (e.g., ADP)
• Enable HR Business Partners and leaders with actionable insights Engage with senior leadership, including the CHRO and senior executives, to translate business questions into data-driven answers *

What Success Looks Like (Year 1)

• Significant reduction in manual Excel-based reporting
• Adoption of standardized dashboards across HR and business leaders
• Faster reporting cycles with improved data accuracy
• Clear, actionable insights influencing workforce and compensation decisions Establishment of a trusted HR data foundation *

• Requires a minimum of 8 years of related experience with a Bachelor’s degree, or 6 years and a Master’s degree, or equivalent experience.
• Experience across multi-functions within HR (e.g., HR Generalist, COE, HR Operations)
• Expert in Advanced Excel and proficient in Microsoft Power BI
• Proven experience building analytical solutions from scratch across the HR portfolio
• Strong ability to translate business problems into data models and insights
• Experience working with sensitive/confidential data with high integrity Demonstrated ability to communicate effectively with data to executive stakeholders *

Preferred

• Experience in manufacturing, technology, or operations-driven industries
• Exposure to HR data and systems (e.g., Oracle Cloud HCM, Workday)
• Working knowledge of data structures and system integrations Experience partnering with IT/data engineering teams *