Associate Director, Workforce Intelligence

Vertex Inc.•Boston, MA

9d•$172,000 - $258,000•Hybrid

About The Position

At Vertex, we continue to invest in a future-ready workforce where AI helps people strengthen expertise, improve decision-making, and create greater impact for our people and patients. We are looking for an Associate Director, Workforce Intelligence to be the analytical and research engine behind how we plan our workforce, redesign work with AI, and make trusted workforce data easy for leaders to reach and act on. The role reports to the Senior Director of People Data, Analytics, & Technology and is fully dedicated to the Workforce Strategy & Innovation function, which spans workforce planning, Human-AI organizational design, and AI learning and adoption. The Associate Director, Workforce Intelligence will build and automate workforce planning reporting and forecasting, conduct applied research and measurement on our AI-enabled workflow reinventions, and pair behavioral science with hands-on analytics to deliver the evidence that informs workforce, organization, and investment decisions. A core part of the role is advancing the governed, conversational analytics capability that lets leaders ask questions in plain language and get verified, decision-ready answers. To succeed, you will stay close to the AI frontier, applying curiosity and sound judgment to put new capabilities to work responsibly. You will model the behaviors we expect of our workforce by continuously learning, applying AI to improve how you work, and championing practices that create value.

Requirements

Research design, measurement, and inferential methods, including forecasting and scenario modeling.
Hands-on analytics and automation using Python or R and SQL, and practical use of AI tools for analysis, reporting, and workflow automation.
Experience building semantic models and curated data products that support conversational, self-service analytics on governed cloud data platforms (for example Snowflake or the Vertex Data Platform); familiarity with conversational analytics tools such as Cortex is a plus.
Fluency with workforce planning, organization design, job architecture, and position management concepts.
Experience with modern data and business-intelligence platforms; Workday and Power BI preferred.
Practical fluency with AI tools and emerging AI capabilities, with sound judgment about responsible and compliant use, and the credibility to model the behaviors the role helps build across the function.
Strong executive communication and data storytelling, including the ability to explain assumptions, uncertainty, and trade-offs and to persuade senior stakeholders.
High standards for data quality, privacy, security, and responsible use of data and AI.
Advanced degree in industrial-organizational psychology, organizational science, quantitative psychology, statistics, data science, analytics, economics, or a related behavioral or quantitative field, or the equivalent combination of education and experience. Doctorate preferred.
Requires 8 years of relevant experience combining applied research or measurement with hands-on workforce or organizational analytics, reporting, and forecasting, or the equivalent combination of education and experience.
Experience advising senior leaders and supporting workforce planning or organizational decisions. Pharmaceutical, biotechnology, or another science-driven industry preferred.

Nice To Haves

Familiarity with conversational analytics tools such as Cortex is a plus.
Pharmaceutical, biotechnology, or another science-driven industry preferred.

Responsibilities

Lead the workforce planning analytics, reporting, and forecasting, including headcount, hiring, attrition, position, cost, and workforce-mix analysis that informs long-range planning, budget, monthly operating reviews, and quarterly forecasts.
Produce trusted, decision-ready workforce and organization reporting, scenarios, and recommendations for senior leaders, with clear explanations of assumptions, variances, and trade-offs.
Advance the governed capability that lets leaders and HRBPs query workforce data in plain language and receive verified, decision-ready answers. Partner with People Analytics, DTE, and data platform teams to shape the semantic models and curated data products behind it, and help make the capability trustworthy, secure, and reusable so recurring questions no longer require stringing reports together across systems by hand.
Design and conduct applied workforce research, including study design, measurement, and sound survey and assessment instruments, to test what is working across workforce and AI-enabled transformation and translate findings into decisions.
Build and automate recurring reporting, data preparation, and analytical products through code and approved AI tools so that manual effort is reduced and outputs are repeatable and reliable.
Establish baselines and measurement frameworks for work, job, and organization redesign, and track outcomes such as capacity created, adoption, and realized value.
Monitor and report on organization structure, health, and design quality, automating routine monitoring and providing analysis and interpretation where judgment is required.
Partner with analytics, technology, and finance teams to maintain trusted data definitions, controls, and quality, and ensure work follows data privacy, security, and responsible-AI standards.
Serve as the dedicated analytics and research partner to function leaders and their teams, communicate complex concepts clearly and persuasively, and build data and research fluency across the function.