Department Manager - People Analytics

The Department Manager - People Intelligence Analyst will be a pivotal leader within the Human Resources Center of Expertise (CoE), responsible for establishing, leading, and maturing the organization's people analytics and intelligence capabilities. This role requires a strategic thinker with deep expertise in HR data, statistical analysis, data visualization, and a proven track record of translating complex people data into actionable insights that drive business outcomes.

People Analytics Strategy & Roadmap:

• Develop and execute a comprehensive people intelligence strategy and roadmap aligned with the overall Group People strategy and organizational business objectives.

• Identify key business questions and HR challenges that can be addressed through data analysis and predictive modeling.

• Define and prioritize people analytics projects, ensuring they deliver tangible value and actionable insights to HR and business leaders.

Data Analysis & Insight Generation:

• Oversee the collection, aggregation, analysis, and interpretation of complex HR and business data (e.g., recruitment, retention, performance, compensation, engagement, diversity).

• Utilize advanced statistical methods, predictive modeling, and data mining techniques to uncover trends, correlations, and causal relationships in people data.

• Translate complex analytical findings into clear, concise, and compelling narratives and visualizations that are easily understood by non-technical stakeholders.

Strategic Workforce Planning

• Develop annual and long-term workforce planning models aligned with business growth.

• Analyze headcount productivity metrics

• Build scenario simulations for headcount planning, automation impact, and workforce optimization.

• Partner with business leaders to forecast future workforce demand and capability gaps.

• Develop workforce dashboards using HR data and business metrics.

• Develop workforce productivity metrics and benchmarking.

• Identify opportunities to optimize headcount and improve operational efficiency.

• Analyze workforce trends such as attrition, capacity, and skill gaps.

• Support ad-hoc assignment / special project.

Reporting & Dashboards:

• Design, develop, and maintain a suite of executive-level HR dashboards and reports that provide critical insights into workforce trends, HR program effectiveness, and key people metrics.

• Ensure data accuracy, integrity, and consistency across all people intelligence reports and analyses.

Stakeholder Management & Consulting:

• Act as a trusted advisor and subject matter expert on people data and analytics to HR Business Partners, HR CoEs, and business leaders across the organization.

• Facilitate workshops and presentations to communicate insights and drive data-informed decision-making.

Process Improvement & Governance:

• Drive continuous improvement initiatives for people analytics processes, tools, and methodologies.

• Minimum of 5-7 years of progressive experience in people analytics, HR reporting, business intelligence, or a related data analysis role within Human Resources.

• Atleast 3-5 years in a leadership or managerial capacity, specifically leading a people analytics or data analysis team.

• Proven track record of designing, implementing, and delivering impactful people analytics solutions that drive strategic outcomes.

• Extensive experience with HRIS systems (e.g., Workday, SAP SuccessFactors, Oracle HCM) and extracting/transforming data from them.

• Strong understanding of HR functions, processes, and metrics.

• Expert proficiency in data visualization tools (e.g., Tableau, Power BI, Qlik Sense) for creating interactive dashboards and reports.

• Strong SQL skills for data extraction and manipulation from various databases.

• Experience with big data platforms (e.g., Hadoop, Spark) or cloud data warehouses (e.g., Snowflake, BigQuery, Redshift) is a plus.

• Solid understanding of statistical concepts (regression, correlation, hypothesis testing, predictive modeling).

• Exceptional leadership, coaching, and team-building abilities.

• Strong business acumen and the ability to connect data insights to business challenges and opportunities.

• Strong interpersonal and influencing skills, with the ability to build trust and collaborate effectively with diverse stakeholders.

• Highly analytical, detail-oriented, and capable of managing multiple priorities in a fast-paced environment.

• Proactive, curious, and passionate about leveraging data to solve people challenges and drive organizational performance.