Sr. Manager, People Analytics

Position:Sr. Manager, People Analytics Location :Santa Clara,CA Key Responsibilitie sPeople Analytics & Workforce Insight • sPartner with HR and business stakeholders to understand strategic priorities and deliver data, reporting, and actionable workforce insights that support business success • .Develop and scale people analytics capabilities that move beyond descriptive reporting toward predictive insights and workforce planning • .Design and deliver executive dashboards, scorecards, and self-service reporting solutions that provide timely, trusted, and actionable workforce insights • .Analyze workforce trends and key drivers impacting areas such as hiring, retention, engagement, organizational effectiveness, and talent development • .Support strategic workforce planning initiatives through data-driven forecasting and analytics .AI-Enabled Analytics & Automatio • nIdentify opportunities to leverage AI-enabled analytics and automation to improve workflow efficiency, automate repetitive reporting and analysis tasks, and accelerate insight generation • .Partner with technical teams to implement scalable analytics solutions that incorporate predictive analytics and intelligent automation where appropriate • .Drive continuous improvement initiatives focused on simplifying processes, reducing manual effort, and increasing scalability across analytics and reporting operations • .Promote strong governance, privacy, and data quality practices related to workforce data .Data & Reporting Excellenc • eServe as a subject matter expert on workforce data, HR reporting processes, and analytics best practices • .Drive continuous improvements in reporting automation, data quality, metric standardization, and visualization design • .Partner with HR technology, IT, and data teams to improve the scalability and reliability of workforce data and analytics platforms • .Establish consistent workforce metrics and governance processes across HR functions .Cross-Functional Leadership & Influenc • eBuild strong relationships with stakeholders across HR, Finance, IT, Talent Acquisition, Total Rewards, and business leadership teams • .Translate complex workforce data into clear, compelling narratives and recommendations for senior leadership • .Lead cross-functional initiatives and influence stakeholders across a highly matrixed environment • .Continuously prioritize efforts and investments based on areas of highest business impact .Qualification • s8+ years of progressive experience in People Analytics, Workforce Analytics, HR Strategy, Data & Analytics, Consulting, or related analytical functions, preferably within a high-growth technology company or top-tier consulting organization • .Strong expertise in workforce analytics domains such as workforce planning, talent acquisition, employee engagement, retention, organizational effectiveness, compensation analytics, or talent development • .Experience leveraging AI-enabled capabilities, automation, and advanced analytics to streamline workflows, improve operational efficiency, and enhance decision-making processes • .Demonstrated ability to identify opportunities for workflow optimization and drive adoption of scalable analytics and reporting solutions • .Proven track record of solving complex business problems and using data-driven storytelling to influence senior leaders and drive business outcomes • .Experience developing high-impact dashboards, analytics solutions, or data products that improved operational effectiveness and strategic decision-making • .Strong understanding of HR data ecosystems and reporting platforms, including HRIS and workforce analytics tools • .Experience with analytics and visualization platforms such as Tableau, Power BI, Snowflake, Workday, Visier, or similar technologies preferred • .Strong collaboration, stakeholder management, and influencing skills within highly matrixed organizations • .Outstanding verbal and written communication skills — structured, concise, and executive-ready • .Proven ability to operate effectively in fast-paced environments with competing priorities and evolving business needs • .Bachelor’s degree required; Master’s degree preferred. Preferred concentrations include Data Science, Statistics, Organizational Psychology, Economics, Computer Science, HR Analytics, or related quantitative disciplines .