Manager of People Analytics

Sheetz, Inc•Pittsburgh, PA

18h•Remote

About The Position

Design and manage a people analytics and intelligence strategy and budget aligned with organizational and HR strategic objectives. Lead the analysis of people and culture data and collaborate with HR and business unit leaders to use data, insights, and reporting to solve strategic human capital challenges, optimize human resource capacity planning, and maximize labor utilization rates.

Requirements

Bachelor’s degree in data science or qualitative mathematics field (such as statistics, research design, business or talent analytics, mathematics, economics, I/O Psychology) or equivalent required.
Minimum 7 years’ experience in senior HR or Business Insight roles such as strategy, analytics, or centers of excellence required.
Minimum 5 years’ experience leading a high-performing team required.
Minimum 3 years’ experience leading enterprise-wide advanced analytics initiatives required.
Minimum 3 years’ experience working with analytics and data visualization tools required.

Nice To Haves

Master's degree in HR management or business administration (MBA) preferred.
HR education, training and/or certification through online courses and/or professional organizations preferred.
Analytics education, training and/or certification through online courses and/or professional organizations preferred.

Responsibilities

Design the structure, team, governance, and key operating processes and principles.
Maximize the development of internal talent through regular performance coaching, performance reviews, and identification of individual developmental opportunities.
Guide efforts to automate HR data collection and analysis, create visualizations, and develop new analytic tools.
Define the process to identify and prioritize analytics initiatives and requests.
Serve as the primary liaison between Business Insights and HR.
Establish a data-informed culture and skillset across HR through formal and informal education and by utilizing HR Business Partners.
Design and implement a quantitative HR data architecture that integrates data from multiple source platforms, to identify and deliver insights and predictive models used for enhancing forecasting accuracy and improving workforce decision making.
Collaborate with HR and business leaders to design and deliver accurate and trustworthy data, insights, reporting, and dashboards that support the employee life cycle and influence business outcomes.
Collaborate and engage with HR and business leaders to ensure successful adoption of data insights and measurement of business impact.
Support the strategic workforce planning process by understanding labor trends, external labor marketplace dynamics and competitive intelligence in addition to internal marketplace data.
Collaborate and align with Business Insights and HR Technology to align on data tools, methodologies, and priorities.