Lead, Global People Analytics

What if you could redefine what’s possible? With us, you can. You want Purpose. Growth. Opportunity. People who get it. We are the home of ambitious, passionate, and innovative world shapers. With an unmatched breadth and depth of engineering, advisory and science-based expertise, our global minds unite to power local solutions. We are pathfinders and impact makers. We are Visioneers . We are WSP . The Opportunity Bring clarity to complex workforce questions and help shape the future of global People Analytics at WSP. As Lead, Global People Analytics , you will partner with HR and business leaders to translate workforce questions into governed data definitions, analytical requirements, scalable solutions, and actionable insights. You will connect HR stakeholders, Centers of Excellence, HR technology, data teams, and business intelligence teams, aligning diverse requirements and turning business needs into clear functional and technical specifications. Through stakeholder consulting, data governance, workforce analysis, and technical leadership, you will help advance WSP’s global People Analytics reporting strategy and ensure that analytical solutions are accurate, secure, scalable, and aligned with organizational priorities. Your Impact Stakeholder Partnership and Consulting • Serve as a trusted People Analytics advisor to HR leaders, Centers of Excellence, and business stakeholders. • Partner with stakeholders to determine the appropriate metrics, data sources, analytical approaches, requirements, and visualizations for business questions. • Collaborate with technical teams and data owners to gather and consolidate data, reporting, and security requirements. Data Quality, Governance and Strategy • Lead the definition and governance of workforce metrics, including calculation methodologies and business rules. • Partner with data owners and stakeholders to establish consistent definitions across global, regional, and functional reporting. • Create and maintain metric dictionaries, Functional Specification Documents, requirements documentation, data-mapping rules, calculation logic, and decision records. • Lead data-validation and reconciliation activities to confirm that analytical results align with source systems and approved business requirements. • Investigate data discrepancies and coordinate their resolution among HR, IT, and Horizon teams. • Identify opportunities to consolidate reporting, reduce manual processes, and introduce governed, scalable analytical solutions. • Monitor stakeholder feedback and solution usage to identify opportunities for improvement, training, usability, and increased business value. Workforce Analysis and Insights • Analyze data from Oracle HCM to identify trends, risks, opportunities, and areas requiring further investigation. • Translate analytical findings into practical recommendations, decision options, and proposed actions for HR and business leaders. • Provide analysis across workforce composition, turnover and retention, talent acquisition, onboarding, internal mobility, Inclusion & Belonging, talent management, and other workforce priorities. Solution Design and Dashboard Development • Translate approved requirements into solution specifications for reports, dashboards, data models, analytical products, and other decision-support tools. • Develop prototypes, mock-ups, and selected analytics solutions to validate requirements and demonstrate proposed approaches. • Guide solutions through the complete deployment pipeline, including design review, development, testing, stakeholder validation, deployment, and adoption. • Develop reporting solutions covering headcount and workforce composition, turnover and retention, Inclusion & Belonging, talent acquisition, onboarding, internal mobility, and workforce trends. • Leverage existing data models and provide feedback to development teams to support continuous improvement. • Build and maintain , when formalized models are not yet available, data models, data transformations, measures, KPIs, trend analyses, and executive-level visualizations. The Skills That Set You Apart Essential • A bachelor’s degree or equivalent experience in Human Resources, Business, Data Analytics, Business Intelligence, Information Systems, or a related discipline. • Significant experience in People Analytics, HR reporting, workforce analytics, or HR technology. • Demonstrated ability to advise senior stakeholders, facilitate complex requirements discussions, and align multiple stakeholder groups around a clearly defined business need and solution. • Strong experience translating business questions into functional requirements, technical specifications, and reporting solutions. • Strong understanding of workforce metrics, HR processes, data definitions, and reporting concepts. • Advanced experience developing analytics and dashboards using Microsoft Power BI. • Strong proficiency with DAX, Power Query, data modelling, and data visualization. • Experience working with enterprise HR systems, preferably Oracle HCM or Oracle Cloud. • Advanced knowledge of Microsoft Excel and workforce-data analysis. • Ability to lead cross-functional work autonomously, coordinate global and regional requirements, and drive decisions. • Excellent stakeholder-management, consulting, communication, and presentation skills. Preferred • Experience developing and governing enterprise or global People Analytics solutions and standards. • Experience with Oracle Transactional Business Intelligence, or OTBI. • Knowledge of HR data privacy, security, access controls, and demographic-data reporting considerations. • Experience creating functional specifications and documentation for business intelligence and reporting solutions. • Experience supporting HR Centers of Excellence such as Talent Acquisition, Inclusion & Belonging, Talent Management, Compensation, Performance, or HR Operations. • A Business Intelligence, analytics, or data-governance