Manager, People Analytics

Pavarini•New York, NY

1d•$125,000 - $145,000•Hybrid

About The Position

The Manager, People Analytics & Workforce Intelligence, is responsible for delivering enterprise workforce analytics, reporting, and data-driven insights that support strategic HR and business decisions. This role operates as a hands-on analytics leader, combining advanced data management and analytical capabilities, deep knowledge of HR systems (Oracle HCM and external vendor platforms), and strong business acumen across Total Rewards and workforce strategy. The Manager translates complex workforce and Total Rewards data into actionable insights, while helping build scalable analytics infrastructure, reporting frameworks, and data governance standards.

Requirements

5–8 years of experience in People Analytics, Workforce Analytics, HRIS / Data Analytics, reporting and data extraction.
Understanding of workforce data structures.
Integration with downstream analytics tools.
Experience working with third-party Total Rewards data sources, including benefits platforms and carriers, compensation survey/benchmarking data, and equity administration platforms.
Strong proficiency in SQL and data querying.
Strong proficiency in Power BI or similar visualization tools.
Strong proficiency in advanced Excel.
Demonstrated experience in data cleansing, validation, and data integrity management.
Strong analytical, statistical, and problem-solving capabilities.

Nice To Haves

Strong experience with Oracle HCM.
Experience with Python or R for analytics and modeling.
Experience with predictive analytics or data modeling.
Experience in complex, multi-entity or project-based organizations.
Familiarity with AI-enabled analytics tools.
Technical experience working in cloud environments, such as AWS, Azure, or GCP.

Responsibilities

Develop and deliver recurring and ad hoc workforce analytics across recruitment and hiring, retention and turnover, workforce demographics and DEI, performance and development, compensation and Total Rewards, and workforce planning and labor trends.
Produce executive dashboards and reporting to support leadership decision-making.
Translate data into clear insights, trends, and recommendations.
Manage end-to-end workforce data lifecycle: data collection, cleansing and validation, transformation and integration.
Integrate data across Oracle HCM (system of record), ATS and performance systems, and third-party vendor platforms, including benefits administration and carriers, compensation survey providers, equity/long-term incentive platforms, and engagement tools.
Ensure data consistency, reconciliation, and integrity across systems.
Perform advanced analytics, including trend analysis, statistical analysis, and hypothesis testing.
Support development of predictive and forward-looking insights (e.g., attrition risk, workforce demand).
Leverage tools and technologies including SQL (data extraction and querying), Power BI / Tableau (visualization), Excel (advanced analytics), and Python or R (as applicable).
Partner with HRIS and IT to enhance Oracle HCM reporting capabilities, data architecture and analytics frameworks, and system integrations and data pipelines.
Support automation and scalability of reporting processes.
Contribute to development of data governance standards and reporting consistency.
Partner with HR and business leaders to define key business questions, align on data requirements, and deliver actionable insights.
Support workforce planning, talent strategies, and organizational effectiveness efforts.
Present findings to both technical and non-technical stakeholders.
Identify opportunities to improve data quality, reporting efficiency, and analytics capabilities.
Stay current on people analytics best practices and emerging tools (AI, automation, advanced analytics).
Contribute to evolution of self-service analytics and workforce intelligence capabilities.