Director, Workforce Intelligence and Analytics

Rockwell Automation•Mayfield Heights, OH

2d•Hybrid

About The Position

Rockwell Automation is seeking a Director, Workforce Intelligence & Analytics. This role will transform workforce data into actionable decisions regarding capability, cost, capacity, leadership depth, skills, critical roles, hiring, mobility, automation, and future work. The position integrates strategic workforce planning, people analytics, and workforce intelligence platforms into a cohesive decision-support system. Success is defined by insights that drive decisions, identify owners, establish timelines, initiate action, and achieve measurable outcomes. This role collaborates with HR Business Partners, HR Enablement, HR Technology, Finance, Talent Acquisition, Talent Management, and senior business leaders. Reporting to the VP, Talent, the position offers a hybrid office schedule and is based in either the Milwaukee, WI or Mayfield Heights, OH offices.

Requirements

Bachelor's Degree or equivalent years of relevant work experience.
Legal authorization to work in the U.S. We will not sponsor individuals for employment visas, now or in the future, for this job opening.

Nice To Haves

Bachelor's degree in human resources management, data science, organizational development or similar discipline.
MBA or advanced degree with depth in analytics, data, organizational, or related fields.
12+ years' experience in people management
10+ years of experience in people analytics, workforce analytics, strategic workforce planning, talent strategy, business analytics, HR strategy, or a related field.
Experience in a large, global, matrixed company. Preferably in an industrial, technology, manufacturing, engineering, life sciences, or B2B services.
Previous experience building or materially improving a people analytics, workforce intelligence, strategic workforce planning, or talent insights function.
Advanced working knowledge of Workday, Visier, Power BI, labor market data, skills platforms, talent intelligence platforms, or related analytics tools.
Experience with workforce forecasting, scenario planning, job architecture, skills, organizational design, productivity analysis, headcount planning, or workforce cost modeling.
Experience creating metric governance, common definitions, data quality routines, and talent insights across hiring, succession, internal mobility, and labor market data.
Experience advising senior leaders using workforce data, business data, and structured analysis.

Responsibilities

Build and lead the enterprise workforce intelligence strategy, roadmap, operating rhythm, and executive insight agenda.
Translate business strategy into workforce questions leaders can act on, including capability gaps, talent supply, workforce cost, automation, location, and investment choices.
Combine people, labor market, hiring, mobility, succession, learning, workforce cost, operational, and business data into clear decision products.
Ensure insights move to decisions, owners, timelines, and measurable outcomes through partnership with HR and business leaders.
Lead strategic workforce planning, including current workforce baselines, future demand scenarios, and priority capability needs.
Build planning models that evaluate build, buy, borrow, redeploy, automate, and reduce-demand options.
Partner with HR, Finance, and business leaders to connect workforce plans to investment choices, productivity, location strategy, cost, capacity, and growth priorities.
Support technical workforce planning, technical career metrics, engineering leadership talent reviews, succession planning, and related executive reporting.
Move from activity reporting to decision support focused on business-critical workforce questions.
Create executive insight products, including workforce forecasts, succession and leadership pipeline views, hiring strategy briefs, productivity signals, critical role risk, service-level views, and skills gap analysis.
Use and support technical delivery of platforms such as Workday, Visier, Power BI, labor market data, and talent intelligence tools to scale repeatable analytics products.
Develop executive narratives that explain what is happening, why it matters, what options leaders have, what tradeoffs exist, and what action is recommended.
Oversee people metric definitions, reporting standards, data quality rules, and governance routines for workforce intelligence outputs.
Partner with HR Technology, IT, HR Enablement, and business leaders on data quality, access, and privacy. Additionally, collaborate on ethical use, AI governance, operational reporting, and system requirements.
Be the workforce intelligence advisor to HR leadership, business leaders, and executive forums.
Help leaders understand workforce risks, capability gaps, talent tradeoffs, and decision options in a simple, action-oriented way.
Lead a workforce analytics and intelligence team with capability in analytics, workforce planning, consulting, data storytelling, governance, product management, and business partnership.
Define the future team model and staffing case for priority capability gaps.