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# Talent Insights Manager - Global Businesses & Functions

- **Company:** Boston Consulting Group
- **Location:** London, UK
- **Experience:** Expert
- **Contract:** Permanent contract
- **Skills:** Artificial Intelligence, Business Analytics Applications, Data Analysis, Data Integrity, HR Analytics, Statistical Hypothesis Testing, Microsoft Office, Power BI
- **Published:** October 14, 2026
- **Apply:** https://www.indeed.com/viewjob?jk=aa48aabdd67eb0b4

## About the Role

* 6-8 years of experience in analytics, HR, workforce planning, talent, consulting, or related roles, with experience using data to inform business decisions.
 * Bachelor's degree with experience working with complex workforce, talent, or business data.
 * Strong analytical and critical-thinking skills, with the ability to connect detailed data and metrics to broader workforce and business questions and develop and test hypotheses.
 * Advanced proficiency with Microsoft Office and Power BI, plus demonstrated ability to use GenAI and other analytical tools to support analysis and problem solving.
 * Experience combining and interpreting data from multiple sources to identify trends, relationships, and anomalies, and areas requiring further investigation.
 * Experience translating complex analyses into clear, structured materials and insights for senior leadership, including implications and potential areas for action.
 * Strong attention to detail and organization, with the ability to manage multiple priorities while maintaining accuracy and data integrity.

The following experience would be beneficial but is not required:

 * Experience with workforce planning, compensation, talent analytics, or external labor-market intelligence.
 * Experience with scenario analysis, forecasting, or other forward-looking analytical approaches.
 * Experience using AI, automation, or other technology to simplify or scale recurring analytical work.

## Description

* Support the continued development of BCG's workforce reporting and analytics, improving the consistency, quality, and usefulness of existing HR metrics while identifying opportunities to simplify and automate recurring analysis.
 * Analyze workforce data including headcount, roles, competencies, hiring, performance, potential, promotions, and attrition to identify trends and areas requiring further investigation.
 * Compare talent data across employee populations to identify patterns in hiring, performance, progression, retention, and other workforce outcomes.
 * Combine compensation data with performance, potential, career progression, talent scarcity, and available market benchmarks to help assess how effectively BCG is recognizing and retaining key talent and identify where compensation actions may warrant consideration.
 * Incorporate external labor-market data to provide context on talent availability, emerging skills, hiring demand, compensation, and areas where critical talent may be harder to attract or retain.
 * Build on historical reporting by testing new metrics and leading indicators that can provide earlier visibility into emerging workforce trends and risks and develop scenario analyses that help leaders understand the potential implications of different workforce and talent choices.
 * Leverage AI and emerging analytical tools to accelerate analysis, identify patterns and anomalies, test hypotheses, and explore new ways to make workforce insights more scalable and actionable.
 * Prepare analyses, dashboards, decision-support tools, and leadership materials that clearly explain findings, supporting data, and areas that may warrant action or further analysis.
 * Maintain accuracy and consistency across complex datasets while connecting detailed findings to broader business questions and applying appropriate judgment to the interpretation and use of data and AI-generated insights.