Sr. Manager, People Analytics
- Act as an internal consultant by understanding business needs and applying contextual knowledge to scope data requests, define success metrics, synthesize insights and recommend solutions.
- Build people analytics tools (e.g., dashboards, reports) and practices to measure and quantify effectiveness of our people programs and processes and report on overall organizational health.
- Partner with and influence relevant colleagues on building/enhancing the infrastructure that allows for robust quantitative and qualitative data feeds across the entire employee lifecycle (e.g., candidate experience, onboarding, promotion, exit).
- Manage all reporting and analytics requests related to people data, and drive insights for HR leadership and cross-functional leaders to inform design decisions related to strategic talent initiatives.
- Communicate statistical analyses and results, along with implications, to technical and non-technical audiences.
- Build and lead a team of data analysts ensuring the team is productive, engaged, and thriving in their career.
- Develop processes to support planning and execution for a team of data analysts in an efficient and scalable manner (e.g. road mapping, code sharing, automation of repetitive tasks).
- 12+ years of related experience with a Bachelor’s degree; or 8 years with a Master’s degree; or a PhD with 5 years of experience in analytics, consulting, or another data-related field.
- Advanced expertise in Excel, hands-on experience with data visualization tools such as Tableau, and proficiency in managing large datasets using Amazon Redshift.
- Experience telling stories with data; relaying quantitative and qualitative data findings to audiences with varying levels of technical knowledge.
- Strong analytical skills with experience in modeling and reporting, with proven ability to both design and audit data models and reports independently.
- Experience managing databases and utilizing data visualization tools.
- Embrace the challenges of an ambiguous, dynamic environment and rapidly change responsibilities with a curious mindset and “get-the-job-done” mentality.
- Proven ability to partner with a wide cross-functional array of stakeholders, both within HR and across other business functions.
- Exceptional judgment and discretion when dealing with highly sensitive people data and business issues.
- Excellent communication, detail-orientation, and organization abilities.
- Coaching and people development skills.
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