Product Manager, HR Data & People Analytics - Remote, US

Circana•,

2d•$88,000 - $100,000•Remote

About The Position

We are seeking an experienced, strategic and hands-on People Analytics and HR Data leader to help Circana build a world‑class people analytics capability that enables better decisions, stronger workforce outcomes, and measurable business impact. This role will play a critical part in shaping and delivering our people analytics strategy, which will include defining key workforce metrics, enabling trusted insights, and laying the groundwork for advanced predictive and prescriptive analytics across Workforce Planning, Talent, Total Rewards, Compliance, and Global Inclusion & Belonging. This role combines building the future state of people analytics while strengthening and stabilizing the current HR data foundation. The individual will partner closely with HR leaders and cross‑functional stakeholders to ensure analytics are meaningful, actionable, and aligned to business priorities. As part of building this best‑in‑class analytics ecosystem, the role will also strengthen the underlying HR data foundation across UKG and related systems. This includes oversight of clear data ownership, governance standards, and scalable processes that ensure data remains reliable, consistent, and trusted as the organization grows. This role will help elevate HR data into a strategic asset for the enterprise. The ideal candidate is a strong data and analytics professional with deep HR and UKG expertise, comfortable operating across strategy and execution, and skilled at influencing leaders while partnering closely with HR Business Partners, HR Operations, Technology, and the broader business.

Requirements

8–12+ years of experience in people analytics, or HRIS-related analytics, with demonstrable ownership of complex HR data environments.
Strong hands-on HRIS experience required; UKG Pro strongly preferred
Proven experience implementing and overseeing data governance frameworks, standards, and data quality programs.
Experience stabilizing HR data environments, particularly in post-implementation or scaling contexts
Strong understanding of core HR domains, including: HR business partnering and workforce planning, Talent acquisition and talent management, Compensation & benefits / total rewards, Compliance and regulatory reporting, Diversity, equity, and inclusion analytics
Advanced capability in HR reporting and analytics, including trend analysis, segmentation, and insight generation.
Experience working with BI and analytics tools (Power BI, Tableau, or similar).
Familiarity with data modeling concepts, integrations, and enterprise data ecosystems.
Ability to evaluate and recommend third‑party people analytics platforms and solutions.
Demonstrated success operating as a strategic advisor rather than a purely operational team member.
Strong consulting skills—able to challenge assumptions, influence without authority, and navigate complex organizational dynamics.
Ability to balance near‑term execution with long‑term vision.

Nice To Haves

Previous experience leading a post‑implementation HR data remediation and governance effort.
Experience maturing an organization from ad‑hoc or descriptive reporting to predictive/prescriptive analytics.
Background working closely with senior HR and business leaders in a matrixed environment.
Experience aligning HR analytics with broader enterprise, technical, or financial analytics strategies.
Experience working in global environments with varied data standards and practices.

Responsibilities

Design, implement, and own an HR data governance framework, including: Data ownership and stewardship models, Data quality standards and controls, Clear accountability across HRBPs, HR Operations, and employee self‑service
Develop and maintain HR data dictionaries, definitions, and standards to ensure consistent interpretation and usage of HR metrics company‑wide
Establish sustainable processes that prevent future data degradation while enabling flexibility for evolving business needs.
Drive global consistency in HR data standards across regions with varying practices and inputs
Lead a structured effort to continually assess, clean, and remediate historical HR data where needed within UKG Pro in partnership with leaders across the HR function.
Partner with HR Operations and IT to diagnose and address root causes of data quality issues, not just symptoms.
Provide guidance on UKG best practices, workarounds, and enhancements related to data integrity and reporting.
Establish a trusted, consistent reporting environment, ensuring leaders and partners across HR have confidence in HR metrics and dashboards.
Define and prioritize key workforce metrics across: HRBP support and workforce planning, Talent acquisition and mobility, Total Rewards (compensation & benefits), Compliance and risk, Global Inclusion & Belonging and Equity Analytics
Translate complex data into clear, actionable insights for executives and HR leaders.
Create a multi‑year roadmap to evolve from descriptive and diagnostic reporting to predictive and prescriptive people analytics.
Identify opportunities to apply analytics to real business questions (e.g., attrition risk, hiring effectiveness, pay equity, internal mobility).
Evaluate third‑party analytics and BI tools that could augment or extend UKG capabilities.
Assess and recommend tools that extend HRIS capabilities and advance analytics maturity.
Partner with IT and Finance as needed to align HR analytics with broader enterprise data strategies.
Act as a trusted strategic partner to HR leadership, HRBPs, and HR Operations.
Influence behavioral change by helping stakeholders understand why data standards matter to our collective success and scalability.
Lead enablement efforts, including training, documentation, and change communications, to drive adoption of data standards and best practices.
Balance rigor with pragmatism by prioritizing foundational data management and enabling trust across our HR function.