Job Description
About the opportunity The Sr Manager, HR Data Analytics leads the delivery of workforce insights, reporting, and analytics solutions that inform and influence business and talent decisions.
Reporting to the Director, HRIS and Data Analytics, this role operates at the intersection of business strategy, data, and technology, translating workforce data into actionable intelligence.
This role is accountable for translating workforce strategy and business priorities into a clear analytics roadmap and delivering measurable impact through insights.
The Sr Manager leads day-to-day analytics operations, partners closely with HR and business leaders, and ensures outputs are decision-focused, scalable, and aligned to enterprise priorities.
What youll get to do Workforce Analytics Insights Delivery Lead the development and delivery of workforce reporting, dashboards, and analytics across the employee lifecycle (hiring, engagement, performance, retention, workforce planning).
Translate business questions into structured analytical approaches and actionable insights.
Ensure analytics outputs are clear, decision-oriented, and tied to measurable outcomes such as improved retention insights, hiring funnel visibility, and workforce cost transparency.
Lead the advancement of analytics capabilities from descriptive reporting toward diagnostic and predictive insights, in alignment with team and organizational maturity.
Stakeholder Partnership Serve as a trusted advisor to HR, Finance, and business leaders on workforce analytics, helping shape decisions through data-driven insights.
Partner with HRBPs and COEs to identify key business questions and prioritize analytics initiatives.
Communicate insights through clear, compelling storytelling tailored to executive and operational audiences.
Partner with HR and Finance to support workforce planning and organizational decision-making through data and analysis.
Analytics Operations Execution Own the operating model for workforce analytics, including intake, prioritization, and delivery processes.
Manage a structured backlog and roadmap to ensure alignment with business priorities.
Ensure timely, high-quality delivery across recurring reporting and ad hoc analysis.
Establish and track SLAs, performance metrics, and continuous improvement practices.
Balance speed and analytical rigor across tactical and strategic work.
Data Technology Partnership Partner with HRIS and data teams to ensure data availability, integrity, and usability.
Act as a business owner of key workforce metrics, ensuring consistent definitions and alignment across systems and reporting.
Contribute to data governance practices including KPI definitions, data standards, and quality controls.
Support development of scalable self-service analytics capabilities.
Team Leadership Lead, develop, and mentor a team of analysts and BI professionals, while remaining close to the work to ensure quality and relevance of insights.
Set clear performance expectations and development plans.
Foster a culture of curiosity, accountability, and business impact.
Skills and experience we value Bachelor s degree in Analytics, Data Science, Statistics, Business, HR, or related field (or equivalent experience).
7 10+ years of experience in workforce analytics, business intelligence, or related field.
3-4+ years of people leadership experience.
Strong proficiency in BI tools (e g, Power BI, Tableau) and data querying (e g, SQL).
Experience working with HR systems (e g, Dayforce) and workforce data.
Demonstrated ability to translate business needs into analytical solutions.
Strong communication skills with ability to present insights to senior stakeholders.
What would make you really stand out Experience in a complex, matrixed or high-growth organization.
Exposure to predictive analytics, workforce planning, or statistical modeling.
Familiarity with data governance practices and enterprise data environments.
Experience supporting executive-level reporting.
Leadership Competencies Frames ambiguous business problems into structured, data-driven approaches Influences decisions through evidence-based insights Balances analytical rigor with speed and practicality Builds trust with stakeholders through consistency and insight quality Develops talent with both technical and consultative skillsets