Lead, Business & Workforce Analyst

Barry-Wehmiller•St. Louis, MO

About The Position

The Lead, Business & Workforce Analytics designs and delivers insights that strengthen compensation decisions, business performance, and workforce planning across BW Packaging. Serves as a strategic partner to senior leaders in People, Commercial, Product, Operations, and Finance, translating complex compensation and workforce data into actionable intelligence that drives better, more consistent decisions. Owns the planning, coordination, and execution of recurring compensation and workforce activities, bringing disciplined project management, cross-functional alignment, and clear, scalable communication that strengthens execution today and reduces complexity over time. Develops and refines analytical frameworks, reporting capabilities, and forecasting tools that improve compensation visibility, internal equity, market alignment, incentive planning, and workforce health insights such as attrition, retention, and engagement trends. Establishes and manages the annual and in-year operating cadence for compensation and workforce analytics, including timelines, data readiness, stakeholder inputs, validation cycles, approvals, and downstream communications. Advances organizational maturity in compensation by designing, administering, and continuously improving repeatable processes, creating a stronger cadence of reviews, and embedding data integrity and transparency across the enterprise. Operates as both a strategic advisor and pragmatic problem solver, balancing long-range analytics and governance work with day-to-day execution, administration, and issue resolution. Improves systems and processes while owning the operational delivery of analyses, reports, tools, internal communications and leader material. Builds trust through proactive communication, clarity, collaboration, and a commitment to enabling improved decision quality for leaders across the organization. Acts as a thought partner to People and Finance executives, shaping compensation governance, workforce planning strategy, and data-driven decision frameworks that strengthen Packaging’s long-term talent and financial health. Translates strategy into executable project workplans, coordinates across People, Finance, and business leaders, prepares executive-ready materials, and serves as the point of accountability for follow-through, documentation, and ongoing administration.

Requirements

Bachelor’s degree in Business, Analytics, Finance, HR, or related field; advanced degree preferred
3+ years of professional experience or equivalent educational training
Experience leading analytics or compensation-related initiatives within a complex and global or multi-division environment
Strong proficiency in data analysis, visualization, modeling, and scenario planning
Understanding of compensation principles including internal equity, market pricing, job architecture, and incentive design
Workday or similar HRIS analytics and reporting experience strongly preferred
Ability to influence senior stakeholders and guide decision-making with clarity and context
Flexibility to take on evolving responsibilities in response to strategic priorities and business needs
Demonstrated ability to lead change, drive adoption of new processes, and influence across a matrixed organization

Nice To Haves

Experience with workforce planning, business operations, and financial modeling preferred

Responsibilities

Compensation Analysis, Governance & Administration Lead compensation reporting, modeling, and analysis to support internal equity, market alignment, and ongoing talent decisions.
Lead the payment cycle processes for quarterly and annual incentives through effective project management, communication, and timely submission of incentive data into HRIS systems
Build a structured annual and in-year cadence for compensation reviews, including market benchmarking and pay equity assessments.
Strengthen data integrity by cleaning, standardizing, and governing compensation data within Workday and related systems.
Translate compensation findings into clear and actionable recommendations for People Partners, business leaders, and executives.
Support harmonization efforts across legacy divisions to ensure consistency, fairness, and fit within BW job architecture.
Incentive Planning & Program Enablement Partner with executive and functional leaders on incentive plan design, modeling, and evaluation.
Develop forecasting tools, plan documentation, and communication materials for incentive cycles.
Ensure alignment between incentive programs, performance expectations, and financial outcomes.
Contribute to multi-year roadmap development for global incentive programs as BW Packaging matures its People and Performance systems.
Provide analytical insight to evaluate the effectiveness of existing plans and recommend design improvements.
Workforce & Business Analytics Develop reporting, dashboards, and tools that provide timely and accurate insight into workforce and financial trends.
Partner with senior leaders to interpret data and shape decisions related to workforce structure, capability, and investment.
Analyze workforce health indicators including attrition, retention, and engagement trends to inform leadership decisions and support long-term workforce stability.
Define and execute a roadmap for workforce and business analytics aligned with enterprise priorities.
Cross-Functional Leadership & Collaboration Collaborate with People Technologies to enhance Workday reporting and compensation capabilities.
Partner with Finance and People teams, Operations, Product, and Commercial teams to integrate compensation analytics into broader business planning.
Model best practices in analytical thinking, communication, and prioritization to build capability across the organization.
Champion data integrity, transparency, and simplicity in decision-making.