Manager, HR Analytics and Workforce Intelligence

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.

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)

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

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

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

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

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

Opportunity to build a function from the ground up

High impact on enterprise decision-making

Central role in modernizing HR through data and analytics