People Analytics and Insights Lead

Patterson Dental Supply•St Paul, MN

About The Position

Patterson isn't just a place to work, it's a partner that cares about your success. One of the distinguishing marks of our company is the talented people who embrace the people-first, always advancing, and results-driven culture. Professional growth abounds in this motivating environment. We value the diverse talents and experiences our employees bring to Patterson and believe that they build a stronger and successful organization. This role is a unique opportunity to shape and scale Patterson’s People Insights function from its foundation. As a strategic analytics leader, you will elevate Patterson’s talent strategy through data-driven insights, compelling executive storytelling, and enterprise-ready analytics solutions. In this role, you will lead high-impact analytics initiatives, expand self-service reporting capabilities, and deliver actionable workforce insights to senior HR and business leaders. You will directly manage a Data Analyst and play a critical role in advancing a data-first culture across the People function. You’ll partner closely with HR Technology, our Centers of Expertise (COEs), HRBPs, and business leaders to design and execute analytics approaches spanning the full employee lifecycle. A key area of focus includes identifying opportunities to apply AI tools to enhance reporting, insights, and operational efficiency. Deep AI expertise is not required—comfort evaluating, testing, and integrating modern tools is.

Requirements

7+ years of experience in People Analytics, Workforce Planning, HR Strategy, or a related analytics field.
Bachelor’s degree in Business, Statistics, HR Analytics, Data Science, or related discipline.
Expertise in Workday Report Writer, including calculated fields; experience with HR data models preferred.
Proficiency with analytics programming languages (Python, R), including automation, data transformation, and basic modeling; SQL experience preferred.
Demonstrated experience with BI and visualization tools such as Power BI, Tableau, or Qlik.
Proven ability to create and scale KPI frameworks, dashboards, and self-service analytics tools for HR and business users.
Experience assessing stakeholder data literacy and tailoring insights, communications, and tools for audiences with varying levels of analytical sophistication.
Demonstrated ability to build data literacy or insight enablement programs that increase adoption and effective use of analytics.
Strong facilitation and change management skills to help diverse stakeholders build confidence in interpreting metrics and making data-informed decisions.
Exceptional data storytelling and visualization skills, with experience presenting insights to senior leaders.
Understanding of HR functions (Talent Acquisition, Talent Management, Compensation, DEI, etc.) and HR systems.
Familiarity with AI tools (e.g. Microsoft Copilot, generative AI assistants) and ability to evaluate and apply them to HR and analytics use cases.
Experience leading, mentoring, or developing talent in an analytics setting.

Responsibilities

Assess the data literacy, readiness, and analytic needs of HR and business audiences to ensure insights are understood and actionable.
Build and deliver training, frameworks, and tools that enhance stakeholders’ ability to interpret and apply workforce insights effectively.
Develop a maturity model for data consumption across the People function and guide stakeholders through increasing levels of insight fluency.
Partner with HR leadership to embed data-driven decision-making behaviors and improve the organization’s ability to use insights to drive outcomes.
Establish and manage an intake and prioritization process for enterprise reporting and analytics needs.
Strengthen data quality, governance, and infrastructure across People systems to enable scalable analytics.
Identify opportunities to integrate AI tools into workforce reporting, insights generation, and workflow optimization; partner with HR Technology to design and implement solutions.
Oversee Workday reporting—including calculated fields—and collaborate with HR Technology on system enhancements, data governance, and roadmap planning.
Lead end-to-end People Analytics projects from intake and scoping through delivery, including dashboards, KPIs, predictive models, and ad-hoc insights.
Define, maintain, and evolve core talent metrics aligned with organizational priorities to enable data-driven decision-making.
Deliver executive-ready presentations and materials to support strategic workforce planning and enterprise talent priorities.
Design, deploy, and scale user-friendly self-service dashboards and reporting tools across the organization.
Translate complex analyses into clear, actionable insights tailored to the needs of senior leaders—highlighting key implications and recommended actions.
Ensure timely and accurate completion of regulatory reporting and standard HR reporting deliverables.
Provide direct leadership to a Data Analyst, building technical expertise, business acumen, and storytelling capability.