Sr. Manager, Talent Management Analytics

JOB SUMMARY 

The Sr. Manager Talent Management Analytics will serve as a strategic partner to Talent, HR and business teams, driving data-driven decision-making by leveraging Talent analytics to influence organizational change. As part of a team of talent leaders that work to deliver best-in-class selection tools, performance management, job infrastructure, and engagement survey solutions for a diverse global workforce in an innovative, dynamic, and complex organization. This role involves building strong, cross-functional relationships with HR Partners (HRPs) and business leaders to provide analytical support and insight that aligns with key business objectives. The individual will utilize technology to design, implement, and scale innovative reporting and analytics capabilities, ensuring that both current and future state insights are actionable and impactful. 

CANDIDATE PROFILE  

Education and Experience  

Required 

• PhD in I/O psychology, or other related field 

• BS/MS in analytics, data science, and/or industrial/organizational psychology 

• 5+ years of analytics experience 

• Strong experience & proficiency with analytics software and office applications, e.g. PowerPoint, Excel and Power BI, as well as reporting tools such as Power Query 
    

Preferred 

• Experience in specific areas such as personnel selection, job analysis techniques, competency modeling, change management, performance appraisal, survey design, and/or statistical analysis 

• Experience in creating, updating, or managing a job architecture  

• Demonstrated experience telling stories with data to influence key stakeholders and drive change 
   

CORE WORK ACTIVITIES  

• Build influential relationships across the organization and partner with Talent team to solve complex problems and provide analytical support to effectively impact change, via data-driven solutions like talent selection/assessments, job analysis, and other performance tools 

• Serve as a trusted COE advisor to HRPs and business teams and act as the voice of Talent analytics to drive interests and alignment with cross functional business partners 

• Lead improvements and automation in job infrastructure by creating, implementing, and maintaining an effective framework throughout the organization. This includes developing job architecture, refining job descriptions, and simplifying job codes 

• Utilize technology, build and implement innovative and scalable analytics and reporting capabilities to identify both current and future state insights 

• Develop a deep understanding of the key priorities across Talent needs, to ensure analytics provide actionable insights in the highest impact areas 

• Perform ad hoc analyses to support Talent and HR leadership decision making and planning