Manager, People Analytics

Core Responsibilities

• Develop and deliver recurring and ad hoc workforce analytics across:
  • recruitment and hiring
  • retention and turnover
  • workforce demographics and DEI
  • performance and development
  • compensation and Total Rewards
  • workforce planning and labor trends
• Produce executive dashboards and reporting to support leadership decision-making
• Translate data into clear insights, trends, and recommendations

Data Management & Integration

• Manage end-to-end workforce data lifecycle: data collection, cleansing and validation, transformation and integration
• Integrate data across:
  • Oracle HCM (system of record)
  • ATS and performance systems
  • third-party vendor platforms, including: benefits administration and carriers, compensation survey providers, equity/long-term incentive platforms, engagement tools
• Ensure data consistency, reconciliation, and integrity across systems

Analytics & Technical Execution

• Perform advanced analytics, including:
  • trend analysis
  • statistical analysis
  • hypothesis testing
• Support development of predictive and forward-looking insights (e.g., attrition risk, workforce demand)
• Leverage tools and technologies including:
  • SQL (data extraction and querying)
  • Power BI / Tableau (visualization)
  • Excel (advanced analytics)
  • Python or R (as applicable)

HR Technology & Reporting Infrastructure

• Partner with HRIS and IT to enhance:
  • Oracle HCM reporting capabilities
  • data architecture and analytics framework
  • system integrations and data pipelines
• Support automation and scalability of reporting processes
• Contribute to development of data governance standards and reporting consistency

Business Partnership & Insights

• Partner with HR and business leaders to:
  • define key business questions
  • align on data requirements
  • deliver actionable insights
• Support workforce planning, talent strategies, and organizational effectiveness efforts
• Present findings to both technical and non-technical stakeholders

Continuous Improvement & Innovation

• Identify opportunities to improve:
  • data quality
  • reporting efficiency
  • analytics capabilities
• Stay current on:
  • people analytics best practices
  • emerging tools (AI, automation, advanced analytics)
• Contribute to evolution of self-service analytics and workforce intelligence capabilities

Qualifications (Level-Aligned)

• 5–8 years of experience in:
  • People Analytics
  • Workforce Analytics
  • HRIS / Data Analytics
  • reporting and data extraction
  • understanding of workforce data structures
  • integration with downstream analytics tools
• Experience working with third-party Total Rewards data sources, including:
  • benefits platforms and carriers
  • compensation survey/benchmarking data
  • equity administration platforms
• Strong proficiency in:
  • SQL and data querying
  • Power BI or similar visualization tools
  • advanced Excel
• Demonstrated experience in data cleansing, validation, and data integrity management
• Strong analytical, statistical, and problem-solving capabilities