Principal HR Product Manager, Workforce Intelligence
Role Summary
We are building a modern, AI-enabled HR organization where data and intelligence are embedded into every product, workflow, and decision. The Principal Product Manager, Workforce Intelligence is responsible for defining the vision and driving the strategy for how HR data is structured, governed, analyzed, and delivered across the enterprise.
Key Responsibilities
Define the product strategy for the underlying data infrastructure that makes all HR analytics trustworthy and scalable.
Drive alignment on system integrations between HR platforms, ensuring that data moving between systems is consistent, complete, and reliable.
Owning the analytics semantic layer strategy—the standardized definitions, business logic, and governed metrics that ensure every team is working from a single, trusted source of truth.
Strategy and evaluation process for the reporting platform infrastructure for how HR data is accessed and delivered at scale.
Define foundational HR metrics—the core set of workforce KPIs that anchor all reporting and are consistently understood across HR and the business.
Define the product direction for the operational reporting cadence, including the data products and pipelines that support Weekly Business Reviews (WBRs), Quarterly Business Reviews (QBRs), and executive-level reporting.
Drive the strategy for products like performance reporting suite that gives leaders, HR partners, and managers consistent, trusted visibility into workforce outcomes and glidepath reporting to track progress against workforce targets and strategic workforce plans over time.
Define and advocate for a delivery model that scales analytical capacity across the HR organization, ensuring that insight reaches the people who need it without requiring every request to flow through a central team.
Lead the vision for how AI and predictive modeling transform the way HR operates and how people decisions are made across the company.
Define the product requirements and business outcomes for AI-powered decision support tools that give managers and HR leaders proactive, forward-looking intelligence.
Champion the integration of AI capabilities into existing HR workflows—so that intelligence feels like a natural part of how work gets done, not a separate tool that requires extra effort to access.
Qualifications
10+ years in product management, data products, or analytics—with demonstrated ownership of complex, cross-functional initiatives as an individual contributor.
Proven ability to influence—driving alignment and action across engineering, analytics, and business teams through clarity, credibility, and structured thinking.
Deep analytical fluency: comfortable with data architecture concepts, metrics frameworks, semantic layers, and model-driven products.
Track record of translating ambiguous, high-stakes business problems into structured product strategies and roadmaps.
Experience partnering with both technical teams and business stakeholders—able to move fluidly between conversations about data pipelines and conversations about talent strategy.
Strongly Preferred: Experience building and scaling data platforms, analytics products, or AI-enabled tools in an enterprise environment.
Background in HR technology, people analytics, or workforce intelligence.
Familiarity with HCM platforms, data governance practices, and analytics semantic layer concepts.
Experience applying responsible AI principles, including bias assessment, model explainability, and data privacy in a people data context.
Experience working in or closely with HR functional domains such as Talent Acquisition, Talent Management, or Total Rewards Compensation.