Manager, People Analytics

dentalcorp•Toronto, ON

3d•CA$90,000 - CA$105,000•Hybrid

About The Position

Reporting to the Senior Director, Operations Strategy & Insights, the Manager, People Analytics is accountable for delivering enterprise people reporting, workforce insights, and analytical support across recruitment, performance, reward, learning, talent, operations and organizational effectiveness. The role ensures leaders have timely, accurate, and actionable data to inform decision-making and measure the effectiveness of people investments across a complex, multi-site organization operating across Canada and the U.S.

Requirements

5–8+ years of experience in people analytics, workforce analytics, business analytics, or a related analytical discipline.
Experience developing intuitive dashboards, reporting suites, and executive-level analytics that are visually clear, user-friendly, and actionable.
Strong data visualization and storytelling capabilities, with an ability to present complex information in a simple, compelling, and accessible way.
Strong foundation in statistical analysis and quantitative methods, with experience applying techniques such as trend analysis, regression, hypothesis testing, correlation analysis, forecasting, and predictive modelling to generate actionable workforce insights and support evidence-based decision-making.
Advanced experience with reporting and visualization tools such as Power BI, Tableau, Workday Reporting, and Excel.
Experience working in a multi-site, high-growth, healthcare, retail, hospitality, franchise, or similarly distributed operating environment.
Strong business acumen with the ability to connect people metrics to operational and financial outcomes.
Excellent communication skills with the ability to influence non-technical stakeholders.
Candidates must be legally eligible to work in Canada.

Responsibilities

Own the enterprise people reporting suite, including weekly, biweekly, monthly, quarterly, and ad hoc reporting.
Produce and maintain recruitment and workforce dashboards that provide visibility into organizational performance and workforce trends.
Report on key metrics including open roles, time-to-fill, time-to-start, waiting-to-start, vacancy rates, provider recruitment activity, vacant provider days, recruiter productivity, and hiring pipeline health.
Apply appropriate statistical techniques to workforce data, to quantify business impacts, validate hypotheses, and distinguish meaningful patterns from normal variation.
Own enterprise turnover, retention, and workforce stability reporting across the organization, including monthly business review (MBR) reporting, leadership reporting, and ongoing trend analysis.
Produce regular insights on voluntary and involuntary turnover, regrettable loss, retention risk, tenure trends, and workforce movement across key employee populations.
Leverage Workday exit interview data and other workforce data sources to identify root causes of turnover, emerging workforce risks, and opportunities to improve retention and employee experience.
Develop reporting and insights segmented by region, role, tenure, leader, and other relevant workforce dimensions to support targeted retention strategies.
Deliver accurate and timely reporting for the People Leadership Team, Operations, SLT, CEO, and Board as required.
Continuously improve reporting automation, dashboard usability, and data accessibility.
Partner closely with Recruitment and Operations Analytics to ensure consistent workforce reporting and insights.
Develop analytics and modelling to support compensation, incentive, and reward programs.
Analyze pay, performance, retention, and promotion trends to inform decision-making.
Support annual compensation review processes through data analysis and recommendations.
Provide analytics to support pay equity, internal equity, market competitiveness, and reward effectiveness assessments.
Partner with the Performance & Reward team to evaluate the impact of compensation and incentive programs on business and people outcomes.
Measure and evaluate the effectiveness of learning, leadership, and talent programs.
Develop reporting and success metrics for leadership development, capability building, succession planning, and career progression initiatives.
Assess return on investment for learning and development programs.
Analyze trends related to engagement, retention, internal mobility, promotion, and talent outcomes.
Identify opportunities to improve organizational effectiveness through data-driven insight.
Connect people data to business outcomes and organizational performance.
Analyze drivers of turnover, retention, and employee experience, providing actionable recommendations to leaders.
Identify emerging workforce risks and trends through analysis of employee movement, exit data, engagement results, performance data, and other people metrics.
Develop predictive and forward-looking insights where appropriate.
Translate complex analysis into clear, actionable recommendations for leaders.
Design intuitive dashboards, reports, and visualizations that simplify complex data and make trends, risks, and opportunities easy to understand.
Apply strong data storytelling principles to ensure insights are accessible, engaging, and actionable for audiences ranging from operational leaders to executives.
Support business cases and strategic initiatives through data analysis and modelling.
Establish and maintain consistent people metric definitions and reporting standards.
Ensure accuracy, integrity, and governance of people data across systems and dashboards.
Partner with People Technology and Operations Analytics to improve reporting capability and automation.
Champion a data-driven approach to decision-making across the People function.
Identify opportunities to improve analytics maturity and self-service reporting capabilities.
Acts as the People function's subject matter expert for people analytics and workforce reporting.
Influences decision-making through insight, analysis, and recommendations.
Builds trusted relationships across People, Recruitment, Operations Analytics, Finance, and business leadership teams.
Supports the development of a scalable people analytics capability that enables continued organizational growth.