People Data & Analytics Manager

Richemont•New York, NY

About The Position

The People Data & Analytics Manager advances Cartier North America’s People Data & Analytics strategy and strengthens the use of data in workforce and business decisions. Reporting to the Director, People Data & Analytics, the role partners with HR Business Partners, Talent Acquisition, Learning & Development, Finance, Retail, Commercial, and other stakeholders to turn workforce data into insights and actionable recommendations. Analytics initiatives span workforce planning, organizational effectiveness, talent, retention, employee engagement, recruiting, and retail performance, including connecting people data with commercial and operational metrics. The role combines analytical capability, business acumen, stakeholder management, and data storytelling to help leaders understand what workforce findings mean and what actions to take. The Manager leads workforce analysis, develops and enhances dashboards and reporting solutions, establishes KPI frameworks, and communicates findings to HR and business audiences. The position also supports workforce planning and organizational design, improves recurring reporting, maintains data quality and standardized metric definitions, and partners with HRIS, HR Operations, IT, Finance, and global teams to improve data flows and analytics capabilities.

Requirements

Bachelor’s degree in Data Science, Statistics, Economics, Business Analytics, Computer Science, Human Resources, Finance, or a related quantitative field.
At least 5 years of experience in People Analytics, Business Analytics, Workforce Analytics, HR Analytics, Business Intelligence, or a related analytical function.
Demonstrated experience independently leading analytical projects from business question and hypothesis through analysis, insight development, and recommendation.
Strong proficiency in Excel and data visualization systems, including experience developing executive-level dashboards and analytical tools.
Strong quantitative and analytical skills, including the ability to identify patterns, diagnose business issues, and develop actionable recommendations.
Strong data visualization and storytelling skills, including communicating complex findings to non-technical audiences.
Ability to work directly with senior stakeholders and translate ambiguous business questions into structured analytical approaches.
Strong attention to detail and commitment to data accuracy and governance.
Ability to manage multiple projects and priorities in a fast-paced, highly collaborative environment.

Nice To Haves

An advanced degree.
Experience with Workday and/or Visier.
Experience with Looker, Tableau, or similar business intelligence platforms.
Proficiency with SQL or similar data-querying tools.
Experience in retail, luxury, consumer products, hospitality, or another customer-facing industry.

Responsibilities

Lead end-to-end analyses of workforce topics, including headcount, turnover, retention, recruiting, organizational structure, performance, talent, engagement, and workforce productivity.
Translate business questions and hypotheses into structured analyses and actionable recommendations.
Identify and proactively communicate trends, risks, and opportunities in workforce data.
Connect people metrics with commercial, client, and operational performance to understand drivers of boutique and organizational performance.
Conduct diagnostic and predictive analyses on topics such as turnover drivers, successful-hire indicators, productivity, organizational effectiveness, and talent development.
Support workforce planning and organizational design by analyzing staffing, workforce composition, spans and layers, vacancies, productivity, and organizational health indicators.
Explore predictive analytics, statistical modeling, and AI-enabled approaches for People Analytics.
Develop and enhance executive dashboards, scorecards, and reporting solutions using Power BI, Looker, Visier, Workday, Excel, and other analytics platforms.
Develop KPI frameworks to help leadership monitor workforce health, trends, and progress against priorities.
Turn complex datasets into clear visualizations and narratives for HR, business, and executive audiences.
Improve and automate recurring reporting processes.
Partner with the Director, People Data & Analytics on the reporting roadmap and opportunities for new analytics capabilities.
Partner with HR Business Partners and Centers of Excellence to define business questions and analytical approaches.
Integrate workforce and business perspectives with stakeholders across HR, Finance, Retail Operations, Commercial, and other functions.
Present findings and recommendations, translating technical analysis into business implications and potential actions.
Build relationships across local, regional, and global teams to align reporting definitions, analytical methods, and data priorities.
Support ad hoc analyses and executive requests requiring rapid synthesis of workforce and business data.
Ensure workforce data accuracy, consistency, and integrity across Workday, Visier, reporting tools, and other HR systems.
Develop and maintain standardized definitions, methodologies, and documentation for People metrics and KPIs.
Partner with HRIS, HR Operations, IT, Finance, and Global teams to troubleshoot data issues and improve reporting processes and data flows.
Support implementation, optimization, and adoption of People Analytics platforms and capabilities, including Workday and Visier.
Perform quality assurance and validation of dashboards, reports, and analyses before distribution.