Sr. Manager, People Analytics

What You'll Do Lead with Strategy • Define and evolve a people analytics vision and roadmap appropriate to our current stage, moving deliberately from reporting-led to insight-led, and eventually to predictive. • Translate business and HR priorities into a realistic, sequenced analytics roadmap. • Build a fast, credible understanding of the business, its key drivers, and how workforce data connects to performance outcomes. • Define and evolve workforce metrics and KPIs that matter across a global enterprise. Lead AI-Powered Innovation • Bring people analytics into the AI era — identify and pilot GenAI tools for self-service insights, natural-language querying, and automated narrative reporting, so leaders can get answers without waiting on a dashboard request. • As data foundations mature, introduce predictive analytics sequenced realistically, not promised on day one. • Create and implement a plan to build AI and data literacy across HR, helping practitioners get comfortable using AI-assisted tools rather than depending entirely on the analytics team. • Champion responsible and ethical use of AI in people decisions (bias awareness, transparency, and human oversight), distinct from, and in addition to, general data privacy compliance. • Stay current on the evolving AI and data regulatory landscape across the regions we operate in, and flag emerging requirements to leadership early — partnering with Legal, Privacy, or other relevant functions as those partnerships formalize. Drive Technology and Continuous Improvement • Shape and evolve the people analytics technology ecosystem, enabling scalable, efficient, and automated solutions. • Partner with IT/Digital teams to align People Analytics needs with enterprise approach, especially on AI-enabled platforms and capabilities within Workday and adjacent tools. • Continuously enhance reporting and analytics capabilities. • Partner with HR, Finance, and IT to implement controls and processes that maintain data integrity across systems. • Monitor and enhance analytics solutions to meet changing business needs. Build and Tell Data Stories (Hands-On) • Evaluate existing dashboards for improvements and personally design and build dashboards, reports, and visualizations across multiple data sources, primarily using Power BI and Python/R. This is a hands-on role, especially in Year One. • Define analytical approaches for complex employee and organizational questions. • Turn complex data into clear, compelling narratives that drive leadership action. • Create intuitive, scalable dashboards for audiences ranging from HRBPs to executive leadership. Own People Data Management at Scale • Lead people data management in a global environment powered by Workday, recognizing that clean, governed data is the prerequisite for everything above it, including AI and predictive work. • Establish data governance, standardized processes, and cross-system alignment where they don't yet exist. • Oversee collection, transformation, and maintenance of large, complex datasets from multiple sources. • Ensure data practices meet privacy, compliance, and risk standards. Lead and Develop the Team • Manage and coach a Senior Analyst-People Analytics, with the expectation of growing the team as the function's scope and maturity expand. • Model both strategic thinking and hands-on execution for the team, as it scales. • Help the team build the skills to move from reporting toward insight generation and, eventually, predictive work. Enable a Data-Driven Organization • Lay the groundwork for a future People Analytics Center of Excellence, starting with the practical basics (governance, self-service, trusted metrics) rather than assuming one already exists. • Help HR and business leaders become confident, comfortable users of data and AI-assisted tools. • Operationalize insights so analytics translate into real decisions, not just reports. Collaborate and Influence • Manage relationships across HR and the business, including global stakeholders in different regions and time zones, to understand evolving needs and set realistic expectations. • Communicate clearly to audiences at every level, from analysts to executives. What You Bring • 7+ years in people analytics, workforce analytics, or data analytics, including experience leading or building a function (not only operating within a mature one). • Direct experience introducing GenAI or AI-assisted tools into an analytics function - e.g., natural-language query tools, AI copilots, automated insight/narrative generation. • Strong hands-on skill building dashboards and visualizations using Power BI and Python/R (or similar tools) across multiple data sources or data lakes. • Experience with Workday or similar HCM systems in a large, global organization. • Solid grounding in data governance and management best practices, and a practical understanding of responsible/ethical AI use in an HR context, including awareness of how AI and data regulations are evolving globally. • Demonstrated ability to connect data and AI-driven insights to business outcomes. • Change management skills - proven ability to build literacy and drive adoption of new tools and ways of working among stakeholders who aren't naturally data-first. • People management experience, or clear readiness to manage and grow a small team. • Experience working effectively with global, distributed stakeholders across time zones. • A collaborative, curious mindset, comfortable operating in a function that's still being built. What Success Looks Like in Year One • The team has shipped at least one GenAI-powered self-service or automated-insight tool that HR leaders are actively using. • Core workforce metrics and data governance standards are more well-defined and adopted. • HRBPs and HR leaders report noticeably faster, easier access to the data they need. • A credible, sequenced roadmap exists for moving toward predictive ana