Director, People Analytics & Insights

CSL

20h•Hybrid

About The Position

Reporting to the Senior Director, Head of People Analytics as the Director, People Analytics & Insights, you will lead the design and delivery of enterprise people analytics solutions that enable data-driven workforce planning, talent decisions, and organizational health monitoring across CSL. You will serve as a strategic advisor to HR leaders and business stakeholders, translating complex people data into actionable insights, executive-ready storytelling, and scalable analytics products that support business outcomes. You will will partner closely with HR Centers of Excellence (COEs), HR Business Partners (HRBPs), HR Operations, enterprise data teams, and Legal/Privacy to ensure data quality, governance, compliance, and continuous advancement of analytical maturity across the organization. This is a hybrid role, which offers a combination of an onsite and remote work schedule. #LI-hybrid

Requirements

Bachelor’s degree required; MBA or Master’s degree in Analytics, Business, HR, Data Science, or related field preferred.
8–12+ years of progressive experience in analytics, business intelligence, workforce insights, or data strategy, including experience supporting HR and talent-related outcomes.
Demonstrated success delivering complex analytics products and insights in large, matrixed, global organizations.
Strong business acumen with the ability to connect workforce insights to productivity, cost, retention, and growth outcomes.
Proven ability to influence and advise senior leaders and stakeholders without direct authority.
Experience working with global datasets, international stakeholders, and complex operating models preferred.
Experience delivering enterprise dashboards and analytics products in HR and talent domains
Strong understanding of HR data domains (workforce, talent acquisition, performance, engagement, learning, DEI, org effectiveness)
Familiarity with BI and analytics tools (e.g., Power BI, Tableau) and HR systems (e.g., Workday, SAP SuccessFactors)
Knowledge of data governance practices, KPI standardization, and enterprise reporting controls
Comfort partnering with data science teams on predictive analytics and modeling approaches

Responsibilities

Translate the People Analytics strategy into scalable analytics solutions that support workforce planning, talent outcomes, and organizational performance.
Lead CSL’s dashboard strategy design, development, and deployment of enterprise dashboards, scorecards, and analytical products, ensuring standardization, accuracy, and business relevance.
Balance near-term operational reporting with forward-looking internal and external insights, including trend analysis, scenario modeling, and early predictive indicators.
Serve as a strategic thought partner to HR COEs and HRBPs by shaping problem statements, clarifying business needs, and converting data into decision-ready insights.
Develop executive-level narratives, visuals, and presentations for senior leadership forums (e.g., CHRO staff meetings, executive committees, business reviews).
Ensure insights are actionable and outcome-oriented, connecting people metrics to business priorities such as productivity, retention, capability, and growth.
Act as a key contributor to HR Data Governance, partnering with legal and I&T enterprise data teams to ensure alignment with data standards and definitions.
Own day-to-day people data quality practices within the analytics domain, including issue identification, root-cause resolution, and documentation.
Identify gaps in data infrastructure, tooling, or processes and recommend enhancements that strengthen analytical maturity and reliability.
Lead the execution of advanced analytics initiatives (e.g., attrition risk indicators, hiring funnel optimization, engagement drivers, workforce segmentation) in partnership with centralized Advanced Analytics and Data Science teams.
Pilot new methodologies, tools, and approaches to improve insight generation and decision support while maintaining enterprise alignment and controls.
Drive continuous improvement in analytics delivery, automation, and scalability across the global HR ecosystem.
Ensure people analytics practices comply with global data privacy, labor, and employment regulations, escalating risks and concerns as needed.
Partner with Legal, Privacy, Compliance, and HR Operations to ensure responsible and ethical use of workforce data and appropriate controls in reporting and insight delivery.
Lead participation in external benchmarking efforts and synthesize findings into clear implications for workforce strategy and talent decisions.
Integrate external labor market and benchmark data into business cases and strategic recommendations to inform enterprise priorities and investments.