Sr. Manager, People Analytics

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