Manager - Data & Analytics

General Position Information

Reports directly to (Title): Sr. Manager HR Transformation & Analytics

Matrix reports to (Title): AVP of Data & Analytics

Direct Reports: People manager; direct reports may include Data Analysts, Business Insights Analysts, BI Developers, Reporting Analysts, Data Engineers, Data Quality Engineers, Visualization Designers, or related HR Data & Analytics roles

Created / Last Revised: -

Job Code: -

Position Summary

The Manager of Data & Analytics leads an HR Data & Analytics delivery team responsible for building analytics products that provide actionable insights, not just data outputs. This role partners with HRG Data & Analytics leadership to define business questions, translate priorities into analytics product roadmaps, and deliver decision-ready dashboards, models, metrics, and insight narratives that improve workforce planning, operational performance, employee experience, service delivery, and transformation value.

The manager is accountable for value creation across the analytics lifecycle: intake and prioritization, requirements, data quality, visualization, insight generation, adoption, and measured business impact. Success in this role requires analytics product leadership, people management, stakeholder management, strong HR business acumen, and the ability to guide teams from reporting activity toward insight products that inform decisions and action.

Responsibilities

Analytics Product Strategy & Value Creation

• Lead delivery of HR analytics products, dashboards, scorecards, and insight solutions that help HR and business leaders understand performance, risks, opportunities, and recommended actions.
• Shift the team from data and report fulfillment to product-based analytics with clear users, business questions, metrics, adoption targets, and value measures.
• Partner with the AVP of Data & Analytics to align analytics roadmaps with HR priorities, transformation goals, and enterprise workforce needs.
• Define success measures for analytics products, including usage, decision support, time saved, quality, experience, and influence on business outcomes.

Business Partnership & Insight Delivery

• Partner with HRG Data & Analytics teams to clarify the decisions to be supported, not just the data to be reported.
• Translate ambiguous business problems into analytics use cases, insight hypotheses, product requirements, and delivery plans.
• Lead synthesis of trends, root causes, risks, and recommended actions for leadership reviews and operational forums.
• Ensure analytics outputs include interpretation, implications, and decision guidance appropriate for executive and operational audiences.

Team Leadership & Delivery Management

• Manage, coach, and develop a team of analytics professionals across reporting, BI, data analysis, visualization, data quality, or related capabilities.
• Establish priorities, capacity plans, delivery cadences, quality standards, and review routines for recurring and project-based work.
• Review major deliverables for business relevance, analytical rigor, clarity, usability, and alignment to standards.
• Build a service model that balances responsiveness to stakeholder needs with scalable, reusable, and governed analytics products.

Data Quality, Governance & Responsible Analytics

• Partner with data engineering, governance, and business process owners to improve data definitions, metric consistency, lineage, quality, and trust.
• Ensure dashboards and analytics products use approved data sources, standard calculations, and documented assumptions.
• Promote responsible handling of confidential HR data and adherence to privacy, compliance, security, and ethical analytics expectations.
• Escalate data quality, access, control, and governance risks that affect decision-making or product credibility.

AI Enablement & Continuous Improvement

• Identify appropriate opportunities to use AI and automation to improve insight generation, documentation, dashboard QA, anomaly detection, narrative summarization, and stakeholder self-service.
• Ensure AI-enabled outputs are human-reviewed, explainable, secure, and aligned to HR data privacy and responsible AI expectations.
• Improve analytics development practices through reusable templates, self-service enablement, standards, documentation, and adoption measurement.

Education & Experience

• Bachelor's degree in Business, Analytics, Information Systems, Data Science, Statistics, Computer Science, or a related field; equivalent experience may be considered.
• Typically 10+ years of experience in HR analytics, business intelligence, data analytics, workforce analytics, reporting, analytics product delivery, or a related environment.
• Experience leading analytics teams and managing delivery of dashboards, scorecards, BI solutions, metrics frameworks, or insight products for senior stakeholders.
• Experience translating business problems into analytics strategies, product roadmaps, and decision-support solutions.
• Experience working with confidential HR, workforce, operational, or regulated data.

Must Have Skills

• Strong leadership skills with the ability to coach analytics professionals, manage priorities, and build a high-performing delivery culture.
• Demonstrated ability to create business value from analytics products, not simply produce data extracts or reports.
• Strong HR and business acumen with the ability to connect workforce data to decisions, risks, outcomes, and actions.
• Proficiency with BI and analytics platforms such as Power BI, Tableau, Qlik, or similar; strong understanding of dashboard design and metric governance.
• Working knowledge of SQL, data models, data quality, and data visualization principles sufficient to guide technical teams and challenge outputs.
• Strong executive communication skills, including the ability to frame insights, tradeoffs, risks, and recommendations clearly.
• Proven stakeholder management skills and comfort operating in matrixed, cross-functional, and cross-geography environments.

Nice To Have Skills

• Experience in healthcare, HR shared services, global capability centers, or highly regulated environments.
• Experience with Workday, PeopleSoft, ServiceNow, Oracle, SAP SuccessFactors, or other HR and workforce platforms.
• Experience with product management practices, agile delivery, design thinking, Lean/Six Sigma, or analytics operating models.
• Exposure to AI-enabled analytics, natural language BI, automation, data science, forecasting, or workforce planning.
• Certifications in data analytics, product management, project management, HR analytics, BI tools, agile practices, or related disciplines.

Licenses, Certifications & Training

Not separately specified in the source job description.

Knowledge, Skills, Abilities, Behaviors

• Demonstrates business ownership, customer focus, and disciplined prioritization when assessing analytics opportunities and tradeoffs.
• Operates as an insight leader, not a report queue manager; guides stakeholders from data requests to decision needs.
• Challenges assumptions, asks better business questions, and translates analytics into practical action.
• Creates clarity in ambiguous environments and drives alignment across HR, analytics, technology, and operations stakeholders.
• Holds the team to high standards for quality, documentation, governance, usability, and adoption.
• Builds trust while handling sensitive HR data and upholds confidentiality, privacy, and ethical standards.
• Develops talent and encourages AI-forward skills, responsible experimentation, continuous learning, and process improvement.
• Communicates with executive presence and translates technical detail into business-relevant insights.