The HR Data & Analytics Manager is the Group business owner for HR reporting, analytics, and insights, with the mission of transforming People data into a strategic asset for HR leadership and top management.
This role owns the HR analytics roadmap and ensures that data, dashboards, and insights are aligned with organizational priorities, embedded in decision-making, and leveraged to anticipate workforce trends. While not responsible for hands-on report development, the role works closely with HRIS, IT, Product Owners, and Tech Architects to prioritize high-value use cases, define standards, and ensure impactful delivery.
Beyond reporting, the role proactively explores new analytical perspectives, integrates external benchmarks and market data, and leverages emerging technologies—particularly GenAI and AI-driven analytics—to enable more autonomous, data-informed decision-making across HR.
Strategic ImpactThis role is central to building a data-driven HR organization and positioning people analytics at the core of business decision-making.
By structuring HR data, ensuring data quality, rationalizing KPIs, and embedding insights into HR and business routines, the HR Data & Analytics Manager supports the organization in anticipating:
- Talent needs
- Skills evolution
- Organizational shifts
A key success factor is driving the transition from descriptive reporting to predictive and proactive insights, enabled by:
- Automated, user-friendly dashboards
- AI-powered analytics tools
- High adoption with minimal complexity
- Define, prioritize, and govern key HR KPIs aligned with business priorities
- Rationalize existing metrics to focus on high-impact indicators
- Ensure consistency and standardization across HR reporting
- Monitor adoption and effectiveness of analytics solutions and recommend improvements
- Contribute to HR data governance (data quality, compliance, privacy, retention) in collaboration with Data and Tech teams
- Oversee the design and evolution of HR dashboards for business and HR leaders
- Ensure dashboards are intuitive, actionable, and embedded into decision-making routines
- Shift reporting from static outputs to insight-driven storytelling and analysis
- Drive adoption by supporting stakeholders in understanding and using data effectively
- Integrate internal HR data with external benchmarks and labor market intelligence
- Develop frameworks to compare workforce trends with market dynamics
- Contribute to strategic HR initiatives such as workforce planning and skills-based organization
- Identify and prioritize HR analytics use cases leveraging AI
- Contribute to governance frameworks and operating models for AI usage in HR analytics
- Collaborate with Tech teams to ensure aligned and responsible AI implementation
- Ensure strong HR data governance across the organization (data quality, privacy, access, compliance)
- Ensure alignment with regulatory requirements (e.g., GSR, CSRD)
- Manage the Group HR Data Steward
- Foster a strong data-driven culture within HR and with business stakeholders
- Support HR teams in understanding, trusting, and using data
- Act as a change agent by simplifying access to insights and reducing reliance on ad hoc reporting
- Master’s degree in HR, Data Analytics, Business Intelligence, or a related field
- 7+ years of experience in HR analytics, reporting strategy, business intelligence, or similar roles
- Strong experience within HRIS environments, particularly Workday
- Proven ability to influence senior stakeholders and lead strategic initiatives
- Strong understanding of HR KPIs and workforce analytics frameworks
- Expertise in HRIS reporting (Workday required)
- Familiarity with data visualization tools (Power BI, Tableau)
- Experience with benchmarking and external labor market data
- Awareness of GenAI and AI-driven analytics (ability to identify use cases; development not required)
- Strong business and strategic acumen
- Curious, proactive, and insight-driven mindset
- Excellent stakeholder management and communication skills
- Collaborative approach across HR and Tech teams
- Ability to operate as a senior individual contributor with enterprise-wide impact
Wait, there’s more…
We offer you an outstanding and collaborative workplace that embodies our sharing & conviviality culture, the possibility to work remotely (up to 2 days a week), a very complete mutual insurance, an attractive compensation including profit-sharing, the possibility to train daily, employee events…
Pernod Ricard is committed to offering equal opportunities to all talents. Our recruitment methods focus on skills and competencies.
Job Posting End Date:
Target Hire Date:
2026-09-01Target End Date:
Skills Required
- Master's degree in HR, Data Analytics, Business Intelligence, or a related field
- 7+ years of experience in HR analytics, reporting strategy, business intelligence, or similar roles
- Strong experience within HRIS environments, particularly Workday
- Expertise in HRIS reporting (Workday required)
- Familiarity with data visualization tools (Power BI, Tableau)
- Awareness of GenAI and AI-driven analytics
Pernod Ricard Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Pernod Ricard and has not been reviewed or approved by Pernod Ricard.
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Healthcare Strength — Pay and benefits are described as strong overall, supported by comprehensive medical, dental, and vision coverage alongside life and disability insurance. Wellbeing support is reinforced through mental-health resources and broader wellness programming.
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Retirement Support — Retirement benefits are positioned as a standout part of the package, including a 401(k) with a match and an additional profit-sharing contribution for eligible employees. A legacy defined-benefit pension is also referenced for certain earlier hires, adding depth to long-term financial support.
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Parental & Family Support — Family-related benefits are unusually broad, including paid parental leave, paid caregiver leave, backup child/elder care resources, and adoption/surrogacy reimbursement. Additional supports such as Milk Stork and fertility/ART coverage further strengthen family-building coverage.
Pernod Ricard Insights
What We Do
Pernod Ricard is a convivial, responsible and successful global wine and spirits group and the #1 premium spirits organisation in the world. The Group represents 240 premium brands available in more than 160 countries. We are 18,500 exceptionally talented people worldwide with our own salesforce in 73 countries. Our portfolio is one of the most comprehensive in the market with every major category of wine and spirits, providing Pernod Ricard with a unique competitive advantage. To keep growing our business, transforming our industry and making a positive impact on the world, we believe in the power of human connection. Creating ‘convivialité’ is our business and our raison d’être. As ‘créateurs de convivialité’, our purpose is to turn every social interaction into a genuine, friendly and responsible experience of sharing. We believe there can be no convivialité with excess and strive to be sustainable and responsible at every step, from grain to glass.
