Manager, People Analytics/Insights

Position Summary:

As part of the People Analytics and Insights Team, you will align your business acumen with curiosity about the underlying people data. You will look for ways to innovate the capture and dissemination of people insights across all ‘moments that matter’, from candidate experience through to leaver’s data to enable better people decisions and, in turn, drive better business results.

You are a forward-thinking supporter of predictive analytics that will inform better business decisions, and you stay plugged into what’s happening with the business, i.e., the workforce and its issues, competitors, as well as the global marketplace. You are capable of evangelizing data-driven solutions within HR and to Business Leaders. You enjoy constantly learning and applying new advances in People Analytics to the organization.

You ensure that what’s happening in the workforce is always connected to its impact on business results. You don’t just ask “What does turnover look like in Edgewell?” but rather, “How is the rate of turnover impacting strategic business goals?”

Because you are both business-oriented and technically-savvy, you are a connection between the People Analytics function, the HR community, and people leaders. You can authoritatively explain findings from the data, and easily translate recommendations into the language of the business. You build a question-based consultative approach to positioning or selling data-driven solutions.

You ensure workforce planning, forecasting, and scenario modelling are regularly and consistently performed, and results are communicated to stakeholders.

Accountabilities

• You need to know, or quickly learn the business, its key metrics and how to make the linkage between the business and talent
• Contribute to the People Analytics vision and strategy, enabling solutions across the entire employee lifecycle in alignment with HR and Business leadership priorities
• Move rapidly from providing standard reports to providing analytics to drive insights and interventions by developing and maintaining standardized Dashboards for key stakeholder groups. Dashboards should monitor HR and people related processes that impact business results
• Work with the HRST and HRBPs to implement standard processes and controls to maintain Data Health across all HR Systems
• Enhance People Analytics best practice technologies/techniques and enablement to create insights that are usable, and valuable for today and the future as needs evolve and mature
• Maintain operational excellence to ensure high quality methods for gathering and managing large datasets from multiple sources, transforming or cleaning data as necessary
• Manage stakeholder relationships to ensure evolving the data and analytic needs of various HR, Talent, and People Leaders are met. Partner with stakeholders throughout the process to ensure adoption and value to the organization
• Look for ways to automate a self-service People Analytics ‘center of excellence’ to both support end users and free the team up for more advanced analytics and insights
• Ensure HR Data Governance Policy is adhered to, i.e., controlling who sees what People Analytics data
• Enable the HRBP and people leader population to become data-savvy, identify evangelists to create a data-driven culture from the HRBP and People Leader populations
• A strategic continuous improvement approach, driven by your natural curiosity about data and processes
• Any other duties and responsibilities as assigned

 Required Education, Skills and Experience

• Deep experience working with data and analytics
• Advanced Excel skills
• Experienced Microsoft Power BI user, with previous exposure to creating new content
• Cultural sensitivity and adaptability to work with Teammates globally
• Business Consultancy experience to understand data needs and translate into insights
• Experience of working on cross functional projects with exposure to the business
• Comfortable working with confidential people data
• MS Office suite (especially PowerPoint) proficiency
• Highly numerate
• Strong verbal and written communication skills – “the ability to tell a story with data”

Desirable Education, Skills and Experience

• Experience with cloud-based people analytics software is an asset
• Change management experience
• Broader understanding of HR Systems
• Exposure to HR Processes and workforce planning
• Ability to align technology to improve business performance
• Experience of optimization projects
• Project management experience
• Training material design experience
• Technology evaluation and implementation experience

Working Relationships

• Key relationships internally will include …
  • Talent Management
  • HR Global Leadership Team
  • HR Business Partners
  • DEI Director
  • HR Systems Team
  • Talent Acquisition Team and Hourly role recruiters
  • Business Leaders and Managers

Work Environment

• Flexibility to work outside of core office hours when dealing with Teammates in other time zones
• If remote, occasional travel to Shelton, CT. If local to Shelton, then hybrid working environment with regular participation in “Collaboration Days”