Director, People Analytics

The Director, People Analytics brings the enterprise people intelligence strategy to life through a portfolio of work that enables better decisions across succession, talent reviews, workforce planning, organizational effectiveness, capability planning and performance management. The role translates priority business and P&C questions into integrated intelligence products, shapes data and methodology standards, and strengthens the ability of P&C Business Partners and P&C leaders to interpret and use evidence. The role also supports enterprise employee listening, helping turn what employees tell us into insight and action. The role pairs an activation focus with strong strategic judgment and hands-on ownership of research, analysis and synthesis.

This role reports to the Vice President, People Intelligence & Listening, and accomplishes its work as an individual contributor through flexible project teams of Senior Analysts, SBPs, Talent & Development, Performance & Culture, Digital and data-governance partners, Finance, Planning/PMO and People Services.

Key Responsibilities

People Intelligence Strategy and Portfolio

• Shape and manage the people intelligence roadmap in support of the enterprise strategy, translating priority decisions into a sequenced portfolio of intelligence products, research and analyses.

• Frame the questions that matter, clarify required decisions and success measures, and determine the combination of data, research and analysis required.

• Advise leader on investment choices, trade-offs, risks and opportunities across the portfolio.

Talent, Workforce and Organizational Intelligence

• Lead integrated intelligence for succession, talent reviews, workforce planning, organizational effectiveness, capability planning and performance management.

• Connect talent, workforce, performance, capability and listening signals to identify patterns, root causes, scenarios and emerging risks.

• Translate complex findings into clear recommendations for senior P&C and business stakeholders.

Employee Listening and Insight

• Support the enterprise listening program, including engagement and pulse surveys, change and lifecycle listening, contributing to survey design, analysis and reporting.

• Analyze survey results, comments and other employee feedback, and connect them with talent, workforce and performance data to surface themes, root causes and priorities.

• Help P&C Business Partners and leaders understand results, agree on focused actions and track progress over time.

Data Strategy, Standards and Governance Partnership

• Define business-led data requirements, common measures, taxonomies and analytical standards for the team's priority decisions.

• Partner with data owners, People Services and Digital/platform teams to improve data quality, access, lineage and responsible use without assuming ownership of the underlying platforms.

• Establish quality assurance, reproducibility and documentation standards for intelligence products and analyses.

Insight Products and Adoption

• Lead needs analysis for insight products, tools and dashboards by translating critical business questions into clear requirements, use cases and decision contexts for HR Technology/Digital teams.

• Support adoption of standard tools and insights by equipping P&C Business Partner to interpret data confidently and apply it to priority business and talent decisions.

Hands-on Delivery and Portfolio Mobilization

• Lead and personally contribute to high-priority analyses, executive narratives, scenarios and recommendations.

• Work in flexible project teams, providing thought partnership and technical direction.

• Use modern analytics, automation and AI-enabled tools responsibly to accelerate analysis, challenge manual work and improve quality.

Candidate Profile

• Enterprise-minded and commercially curious, with the judgment to distinguish an interesting question from a decision that matters.

• Combines strategic framing with hands-on analytical execution and mobilization.

• Influences through evidence, clarity and trust in a highly matrixed environment.

• Communicates complex findings with precision, candor and an action orientation.

• Demonstrates high integrity and sound judgment in the use of sensitive people data.

Experience and Background

• Bachelor's degree in human resources, industrial/organizational psychology, business, economics, statistics, data science or a related field, or equivalent experience.

• 5 years of relevant experience in people analytics, employee listening, talent or organizational intelligence, workforce planning, organizational effectiveness or a related Human Resources discipline.

• Demonstrated experience shaping an analytics or intelligence portfolio and advising senior stakeholders on consequential people decisions.

• Advanced ability to integrate quantitative and qualitative evidence, build scenarios, visualize findings and create executive-ready narratives.

• Demonstrated proficiency using modern analytics, visualization, automation and AI-enabled tools responsibly in the flow of work.