Director, Talent Insights & Analytics

College Board•New York, NY

1d•$96,000 - $165,000•Remote

About The Position

College Board is raising the bar on leadership, performance, and organizational clarity while simplifying the systems that support our people. The Director, Talent Insights & Analytics plays a critical role in helping leaders make better people decisions by delivering clear, trusted, and action-oriented insights. Success is defined by a small number of high-impact dashboards, analyses, and recommendations that leaders return to and use regularly, while strengthening the Talent team’s use of data. This is a hands-on leadership role. The Director is expected to personally shape dashboards, analyses, and executive narratives, while partnering closely with Talent leaders and senior stakeholders to ensure insights are used and returned to often. This role blends systems thinking, deep analysis, and executive storytelling. It is ideal for a leader who knows when to go deep, when to simplify, and how to help others use data well. In this role, you will

Requirements

8+ years of experience in people analytics, workforce strategy, or enterprise analytics roles
A track record of translating complex data into insights leaders trust and act on
Strong systems thinking: knowing what to measure, what to ignore, and how pieces fit together
Experience designing dashboards or metrics that prompt action, not overwhelm
Technical fluency with analytics and BI tools (e.g., Workday data, Tableau/Power BI, SQL)
Curiosity and comfort working with AI-enabled analytics and automation
Strong executive communication and compelling storytelling skills
Experience improving the validity or reliability of performance, feedback, or survey tools
Bachelor’s degree required
Authorization to work in the United States for any employer
Curiosity and enthusiasm for emerging technologies, with a willingness to experiment with and adopt new AI-driven solutions and a comfort learning and applying new digital tools independently and proactively.
Clear and concise communication skills, written and verbal
A learner's mindset and a commitment to growth: welcoming diverse perspectives, giving and receiving timely, respectful feedback, and continuously improving through iterative learning and user input.
A drive for impact and excellence: solving complex problems, making data-informed decisions, prioritizing what matters most, and continuously improving through learning, user input, and external benchmarking.
A collaborative and empathetic approach: working across differences, fostering trust, and contributing to a culture of shared success.

Nice To Haves

advanced degree preferred
Ability to travel 1–2 times per quarter as needed

Responsibilities

Deliver Executive Dashboards and Decision-Shaping Insights (50%) Design and deliver core executive dashboards that integrate key people metrics (e.g., performance, engagement, hiring, retention). Ensure dashboards are actively used in regular leadership discussions (monthly or quarterly) and support real decisions. Pair dashboards with concise executive summaries that clearly answer: What’s happening? Why does it matter? What should we do next? Translate complex data into clear recommendations, not just observations; help leaders move from discussion to decision. Maintain strong discipline around scope, prioritizing repeatable insights over one-off or bespoke requests (approximately 20% custom work).
Strengthen Talent Team Impact Through Targeted Analysis (25%) Conduct analyses that help the Talent team improve how it operates and delivers value. Use performance data, feedback data (e.g., 360 feedback), and other people insights to identify opportunities to improve leadership effectiveness and talent practices. Partner with Talent leaders to translate findings into practical changes to tools, processes, or ways of working. Serve as a thought partner on how data should be interpreted and used in Talent decisions.
Lead Focused Enterprise-Wide People Analyses (15%) Conduct deep-dive analyses of large people datasets (e.g., engagement survey results, performance patterns, manager effectiveness, attrition). Synthesize findings into insights that add context and clarity beyond standard reporting. Support talent reviews and workforce discussions by helping to ground conversations in shared evidence and clear implications.
Support Core Organization-Health Metrics (10%) Help define and maintain a focused set of organization-health indicators that Talent and leaders can use consistently. Clarify how metrics are intended to be used and where they add the most value. Improve alignment between Talent metrics, Elevate CB priorities, and enterprise outcomes. Reduce reporting noise by simplifying and aligning people metrics where possible.