People Metrics Partner

Caterpillar•Irving, TX

4d•Onsite

About The Position

Your Work Shapes the World at Caterpillar Inc. When you join Caterpillar, you're joining a global team who cares not just about the work we do – but also about each other. We are the makers, problem solvers, and future world builders who are creating stronger, more sustainable communities. We don't just talk about progress and innovation here – we make it happen, with our customers, where we work and live. Together, we are building a better world, so we can all enjoy living in it. The People Metrics Partner will transform workforce, talent acquisition, and talent management data into clear insights that help CAT Technology leaders make better people decisions. This role partners across Human Resources, Talent Acquisition, People Analytics, HR Operations, business leaders, and technology teams to develop metrics, dashboards, reporting routines, and actionable recommendations that improve workforce planning, recruiting effectiveness, talent outcomes, and operational performance.

Requirements

Degree in a relevant field such as Statistics, Economics, Data Science, Information Systems, Math, Decision Science, People Analytics, Finance, etc
Regression Analysis
People analytics and workforce metrics: Ability to gather, analyze, interpret, and report Human Resources and workforce data to support business decisions, including dashboards, scorecards, trend analysis, and reporting routines.
Data gathering and reporting: Knowledge of data collection methods, reporting tools, data definitions, and data quality practices, with the ability to summarize patterns and explain results clearly.
Business consulting and stakeholder partnership: Ability to partner with HR leaders, business leaders, recruiters, HR operations, and technology teams to clarify problems, define metrics, and deliver useful insights.
Analytical thinking and problem solving: Ability to identify trends, diagnose root causes, evaluate alternatives, and recommend actions based on data.
Communication and data storytelling: Ability to translate complex information into simple, business-relevant insights through written reports, dashboards, presentations, and leadership updates.
Project and priority management: Ability to manage multiple reporting cycles, stakeholder requests, dashboards, data reviews, and improvement projects while maintaining accuracy and timeliness.
Systems and reporting tools: Experience with Excel, Power BI, Tableau, or similar reporting and visualization platforms.
Data integrity and confidentiality: Strong judgment in handling sensitive workforce information, maintaining confidentiality, and following applicable HR data governance standards.

Nice To Haves

Workday experience a plus

Responsibilities

Build, maintain, and improve people metrics, dashboards, scorecards, and reporting routines that provide leaders with visibility into workforce trends, talent acquisition performance, talent movement, retention, pipeline health, quality, efficiency, experience, and other people-related outcomes.
Translate Human Resources, Talent Acquisition, and workforce data into practical insights, recommendations, and executive-ready narratives that help leaders understand trends, risks, opportunities, and action plans.
Partner with Talent Acquisition, HR business partners, business leaders, HR Operations, Workday, People Analytics, and other stakeholders to define metric requirements, clarify business questions, and align reporting outputs to business priorities.
Support workforce planning by identifying talent supply and demand patterns, attrition trends, internal movement trends, hiring demand changes, and skill or capability gaps.
Improve data quality by identifying reporting inconsistencies, process gaps, data entry issues, metric definition gaps, and opportunities to standardize how people data is captured, reported, and interpreted.
Develop repeatable reporting processes, metric definitions, governance routines, and documentation that enable scalable, consistent, and trusted people insights.
Use data visualization and storytelling techniques to create clear, concise, and mobile-friendly reporting outputs for leaders, recruiters, HR partners, and cross-functional stakeholders.
Recommend process improvements based on people metrics workforce insights, and stakeholder feedback.
Support ad hoc analysis, quarterly business reviews, talent reviews, recruiting optimization projects, internal mobility initiatives, technology-enabled workflow efforts, and other strategic Human Resources initiatives.