Manager, People Analytics & Insights

Core Responsibilities

• Set the analytical agenda of Talent Acquisition and Talent Development, defining relevant metrics, and ensuring outputs are consistently high quality, strategically relevant, and aligned to organizational priorities.
• Lead end-to-end analysis of complex problems, independently framing the question, selecting or developing the appropriate methodology, and delivering findings that meaningfully shift understanding or decision-making.
• Engage senior HR and business stakeholders not just to explain findings, but to shape how they think about problems, influencing approach and direction.
• Develop well-reasoned, evidence-based recommendations.
• Take accountability for the integrity and governance of people data within the domain, driving resolution across systems and process owners and contributing to enterprise-wide data standards.
• Provide ongoing coaching and quality review for junior analysts, reviewing outputs, developing analytical capability, and raising team standards through day-to-day collaboration.
• Proactively identify where existing approaches, models, or processes are insufficient and develop new ones, building new analytical capabilities where gaps exist.
• Lead benchmarking and external research initiatives, interpreting comparative data in context and synthesizing external trends into actionable implications for the organization.

Essential Skills & Qualifications

• Experience: 8–12 years of experience in data analytics, people analytics, or a closely related discipline, with demonstrated experience owning analytical domains and driving insight-led decisions at a senior level in complex organizations.
• Education: Degree-level qualification (or equivalent) in Data Analytics, Statistics, Economics, Organizational Psychology, Human Resources, or a related field. Postgraduate qualification or equivalent depth of practice is an advantage.
• Technical Depth: Expert proficiency in BI tools (e.g. Power BI, Tableau) and Excel; advanced SQL; strong working proficiency in Python or R, including applying statistical or predictive methods to workforce data. Actively uses AI tools to enhance the quality and efficiency of analytical work.
• Methodological Range: Able to design as well as apply analytical methods - including regression modelling, clustering, attrition prediction, or scenario modelling - and judge which approach is right for the problem, not just the tool at hand.
• Framework & Standards Design: Demonstrated ability to design metrics frameworks, define analytical standards, or build scalable reporting infrastructure that others can work to.
• HR Systems & Data Governance: Deep familiarity with HR data platforms (e.g. Workday, SAP SuccessFactors), data structures, and governance considerations, including multi-country and GDPR complexity.
• Influence & Communication: Proven ability to shape how senior stakeholders think, not just reporting findings, but persuading, reframing, and leading discussions with credibility and composure under challenge.
• Autonomy: Consistently works independently on ambiguous, high-stakes problems. Comfortable operating where the question is unclear, the data is imperfect, and the answer matters.
• Advanced Analytics in a Workforce Context: Hands-on experience applying predictive or machine learning techniques to people data - attrition modelling, skills clustering, internal mobility analysis, or similar.
• Cross-Domain People Analytics: Experience spanning more than one analytics domain - e.g. engagement, succession planning, workforce planning, and DEI - with the ability to connect insights across them.
• Global & Multi-Jurisdictional Data: Experience managing and interpreting datasets across multiple geographies, including navigating data privacy constraints.
• Consulting or Embedded Advisory Experience: Background in a consulting environment or internal advisory role, with experience leading workstreams, managing stakeholder expectations, and delivering under defined accountability.