Head of People Analytics & Data

U.S. Bank•St. Louis, MO

2d•$193,035 - $227,100•Hybrid

About The Position

The Head of People Analytics & Data is a Senior Vice President role that is responsible for leading U.S. Bank’s workforce intelligence capability transforming data into actionable insights that drive business decisions, workforce strategy, and organizational effectiveness. This role owns people analytics, research, and the HR & Community (HR&C) data strategy, ensuring the organization is data-driven, insight-oriented, and prepared to leverage AI at scale. The leader will define how data is structured, governed, and activated across HR&C, enabling high-quality decision-making and AI readiness while maintaining strong alignment with enterprise data strategy and regulatory expectations. This role will report to the Head of Human Resources Strategy and Operations.

Requirements

Proven senior leadership ability in people analytics, workforce strategy, data, or related fields.
Proven ability to lead enterprise analytics strategy and influence senior executives.
Deep expertise in people analytics, workforce planning, and data governance.
Strong understanding of data management, data quality, and privacy considerations.
Experience building scalable analytics solutions and data-driven capabilities.
Strong business acumen and ability to connect data insights to business outcomes.

Nice To Haves

Enterprise People Analytics Strategy: Define and lead an enterprise people analytics vision aligned to business priorities, workforce strategy, and organizational effectiveness.
Translate critical business questions into a focused analytics roadmap that drives measurable decisions not just reporting.
Continuously benchmark external trends and evolve the analytics agenda to keep the function future-ready and competitive.
Executive Influence & Storytelling: Translate complex workforce data into clear, compelling, executive-ready narratives that drive action.
Influence senior leaders through sharp business acumen, structured recommendations, and data-informed storytelling.
Workforce Intelligence, Research & Forecasting: Turn workforce, talent, and business data into actionable insights that inform hiring, retention, mobility, performance, and organization design decisions.
Advance the function to diagnostic, predictive, and forward-looking analytics.
Build scenario modeling and forecasting capabilities that anticipate workforce needs, risks, and skill gaps before they become business issues.
HR&C Data Strategy & AI Readiness: Define and execute an HR&C data strategy that enables scalable analytics, automation, and AI-powered decision support.
Identify and prioritize high-value AI use cases tied to employee experience, manager effectiveness, and business outcomes.
Strengthening the data, systems, and workflow foundations required to move from AI experimentation to repeatable enterprise capability.

Responsibilities

Enterprise People Analytics & Insight Leadership: Define and lead the end-to-end people analytics strategy aligned to HR & Community and business priorities.
Deliver actionable insights that inform workforce, talent, and business decisions.
Translate complex data into clear, compelling narratives for executive leaders.
Advance analytics capabilities from descriptive reporting to predictive and forward-looking insights.
Develop scenario modeling and forecasting capabilities to anticipate future workforce needs.
Data & AI Readiness: Define and execute the HR&C data strategy to support scalable analytics, reporting, and AI use cases.
Ensure data structures, quality, and accessibility support advanced analytics and AI adoption.
Partner with product and technology teams to enable data-driven and AI-enabled HR&C solutions.
Advance the organization’s readiness for AI through strong data foundations and scalable design.
Data Governance & Stewardship: Represent the HR&C domain in enterprise data governance, ensuring alignment with data standards and controls.
Establish clear ownership of workforce data definitions, quality, and lifecycle management.
Ensure compliance with regulatory, privacy, and ethical standards in all data and analytics activities.
Promote responsible and ethical use of employee data across HR&C.
Product & Platform Integration: Partner with HR&C Product teams to embed insights into employee-facing solutions and experiences.
Enable scalable delivery of insights through dashboards, tools, and data products.
Drive adoption of analytics through intuitive, accessible outputs.
Leadership & Team Development: Lead a high-performing, multidisciplinary team spanning analytics, data strategy, and research.
Build talent in advanced analytics, data science, and data strategy.
Create a culture of performance, accountability, and continuous improvement.

Benefits

Healthcare (medical, dental, vision)
Basic term and optional term life insurance
Short-term and long-term disability
Pregnancy disability and parental leave
401(k) and employer-funded retirement plan
Paid vacation (from two to five weeks depending on salary grade and tenure)
Up to 11 paid holiday opportunities
Adoption assistance
Sick and Safe Leave accruals of one hour for every 30 worked, up to 80 hours per calendar year unless otherwise provided by law
Incentive and recognition programs
Equity stock purchase
401(k) contribution and pension