Senior Manager and Head - People Analytics

Senior Manager and Head - People Analytics
The company seeks to transform People Analytics from a reporting function into a strategic
workforce intelligence capability. This role will own the design and evolution of people data
ecosystem, analytics strategy, AI-enabled decision, and workforce insights agenda.
The role will partner closely with CHRO, HR Leadership Team, HR Tech, CIO, Finance,
Talent Acquisition, Learning, and Business Leaders to create a unified people intelligence
platform that enables faster, smarter workforce decisions.
Key Responsibilities
1. Build the Future State People Analytics Function
• Define the vision, operating model, and roadmap for People Analytics.
• Shift the team from reporting and metrics production toward insight generation
• Establish a hypothesis-driven analytics approach aligned to business outcomes.
• Identify workforce intelligence use cases that directly impact growth, productivity,
retention, deployment, and profitability.
2. Create a Unified People Data Foundation
• Design and drive the integration of multiple HR and business data sources into a
scalable analytics architecture.
• Partner with HR Tech, IT to develop a single source of truth for workforce data.
• Eliminate manual data collation through automation/ modern data platforms.
• Define common business definitions, metrics, and governance standards.
3. Lead AI and Advanced Analytics Adoption
• Leverage AI, LLMs, modern analytics technologies to improve workforce insights.
• Identify opportunities to automate analysis, reporting, and executive reporting.
• Develop use cases such as: Predictive attrition, Skill supply-demand forecasting,
Deployment intelligence, Leadership effectiveness analytics, Learning ROI analytics
• Drive experimentation with new AI-enabled workforce planning capabilities.
4. Deliver Strategic Business Insights
Move beyond answering: "What happened?" to To answering: "Why did it happen?" And:
"What should we do next?" Examples: Drivers of regretted attrition, Critical skill shortages,
Talent acquisition funnel optimization
5. Act as an Internal Workforce Consulting Partner
• Challenge assumptions through data and insight.
• Frame business problems into analytical questions.
• Present findings and recommendations to senior leadership.
• Influence decisions through compelling storytelling and executive communication.
6. Build Capability Within the Team
• Coach analysts to think beyond reporting.
• Establish analytical problem-solving frameworks.
• Introduce modern tools including AI-powered analytics.
• Develop a culture of curiosity, experimentation, and business impact.
Ideal Candidate Profile
Must Have
• 10-15+ years experience in Analytics, Workforce Analytics, Business Analytics,
Strategy, Consulting, Data Products or a related field.
• Strong understanding of analytics-driven business decision making.
• Demonstrated ability to influence senior business leaders.
• Strong problem solving and structured thinking skills.
Preferred: Experience in one or more of People Analytics, Workforce Planning,
Management Consulting, Data Strategy, Analytics Product Management, Enterprise Data &
AI Transformation
Technical Expectations: Understanding of: SQL/Python, Power BI / Tableau, AI / LLM
applications, Workforce Analytics methodologies
Important: This is not expected to be a hands-on coding role, but the individual must be
capable of architecting solutions and engaging effectively with technical teams.

Work arrangement
No