The Director of People Analytics is responsible for developing and leading a data-driven strategy to optimize workforce decisions and improve business outcomes. This role leverages HR data, statistical analysis, and predictive modeling to provide actionable insights that influence talent acquisition, employee engagement, retention, performance, and diversity initiatives. The Director works closely with HR leaders, business executives, and data teams to build a culture of evidence-based decision-making throughout the organization.
Lead the development and execution of the people analytics strategy in alignment with business and HR goals.
Design and implement workforce dashboards, scorecards, and regular reporting frameworks for stakeholders.
Manage the integration of data from HR systems, surveys, and business tools to ensure data consistency and accuracy.
Conduct advanced statistical analyses and predictive modeling to uncover trends and forecast workforce dynamics (e.g., turnover, hiring needs).
Collaborate with cross-functional teams including HRBPs, IT, and Finance to embed analytics into HR processes and decision-making.
Present complex data insights in a clear, concise manner to senior leadership to inform strategy and operations.
Maintain compliance with data privacy regulations and ethical data usage standards.
Build, mentor, and lead a team of HR data analysts and specialists.
Workforce Analytics Strategy – Develop long-term analytics frameworks to support workforce planning, talent management, and organizational effectiveness.
Data Integration & Governance – Ensure reliable and secure HR data across systems (HRIS, ATS, engagement platforms, etc.).
Predictive Insights – Deliver models to forecast attrition, engagement, productivity, and other key workforce outcomes.
Dashboards & Visualization – Provide real-time access to HR KPIs via tools like Tableau, Power BI, or similar platforms.
Decision Enablement – Guide HR and business leaders in making data-backed decisions using accessible insights.
Diversity & Inclusion Analytics – Monitor and report on DEI metrics to drive equitable workforce practices.
Data-Driven Culture – Promote adoption of analytics practices and data literacy across the HR function.
Bachelor’s degree in Human Resources, Data Science, Statistics, Business Analytics, or related field (Master’s preferred).
10+ years of experience in HR or business analytics, with at least 5 years in a leadership capacity.
Proficiency in analytics tools and platforms (e.g., Tableau, Power BI, Visier) and HR systems (e.g., Workday, SAP SuccessFactors).
Solid knowledge of SQL, Excel, and at least one statistical or programming language (e.g., R, Python) is a strong plus.
Proven track record of using analytics to drive HR strategy and business decisions.
Strong communication skills with the ability to translate complex data into clear, actionable insights for non-technical audiences.
Familiarity with data privacy regulations (e.g., GDPR, HIPAA) and ethical data use.