Head of People Analytics

Strategic Leadership & Consultation:

• Analytics Strategy: Define the vision, roadmap, and operating model for the People Analytics function, ensuring its priorities align directly with the company's executive business goals (e.g., retention, performance, diversity).
• Executive Consulting: Serve as a trusted advisor to the Executive Team, HR Business Partners (HRBPs), and functional leaders(TA, reward etc), proactively presenting data-driven insights and strategic recommendations to solve complex organizational challenges.
• Storytelling: Translate technical analytical findings (descriptive, diagnostic, and predictive) into compelling narratives and visualizations that are clear, concise, and drive concrete action across the business.

Data Science & Advanced Modelling:

• Predictive Analytics: Lead the design and implementation of advanced statistical models (e.g., machine learning, regression analysis) to forecast critical workforce risks, such as turnover, flight risk, and future skill gaps.
• Methodology & Integrity: Establish rigorous standards for data collection, analysis, statistical accuracy, and ethical data use, ensuring all people data remains compliant with global privacy regulations (e.g., GDPR).

Data Infrastructure & Reporting:

• System Integration: Partner closely with the People Technology team to ensure the HRIS, Talent, and other systems are configured to provide clean, unified, and reliable data for reporting.
• Reporting & Dashboards: Oversee the development, maintenance, and automation of standardized, self-service dashboards and reporting tools for managers and HRBPs, enabling decentralized, data-informed decision-making.

Team Development:

• Talent Management: Recruit, mentor, and develop a high-performing team of People Data Scientists, Analysts, and Employee Listening specialists.
• Enablement: Drive data literacy across the broader People Team and the organization, coaching leaders on how to interpret and act on analytic insights.

Required Experience & Qualifications:

• Education: Bachelor’s degree in a quantitative field (e.g., Statistics, Economics, Data Science, Organizational Psychology) or equivalent experience. Master’s degree preferred.
• Experience:7+ years of progressive experience in Analytics, Business Intelligence, or Management Consulting, with at least 3 years dedicated to leading a People/Workforce Analytics function.
• Technical Skills: Expert proficiency in statistical programming languages (e.g., R, Python, SQL) and business intelligence tools (e.g., Tableau, Power BI). Proven experience working with complex datasets from major HRIS platforms (e.g., Workday, SAP).
• Leadership & Domain Knowledge: Demonstrated success in setting an analytical strategy, building and managing a team, and effectively influencing executive stakeholders with data. Deep functional knowledge across all aspects of the employee lifecycle (recruiting, performance, compensation).