Senior Director, HR People Analytics and Workforce Planning

Dallas College•Dallas, TX

3d•Onsite

About The Position

Dallas College is seeking a strategic, forward-thinking leader to serve as Senior Director, HR People Analytics and Workforce Planning. This role offers a unique opportunity to influence enterprise-wide workforce decisions by transforming data into actionable insights that drive organizational effectiveness, talent strategy, workforce planning, and business outcomes. As a key member of the Human Resources leadership team, the Senior Director will partner across HR, Finance, Information Technology, Institutional Research, and executive leadership to develop workforce intelligence strategies that support one of the largest community college systems in Texas. The successful candidate will help guide critical decisions related to talent, organizational effectiveness, workforce planning, retention, compensation, and long-term institutional priorities. The Senior Director will lead the advancement of people analytics and workforce planning capabilities across Dallas College by developing innovative approaches to workforce intelligence, reporting, forecasting, and strategic decision-making. This position will play a critical role in helping college leaders understand workforce trends, anticipate future workforce needs, and align resources to support student success and institutional excellence.

Requirements

Bachelor’s degree in Data Science, Statistics, Business Analytics, Industrial-Organizational Psychology, Economics, or a related quantitative field.
Five or more years of progressively responsible experience in people analytics, HR analytics, workforce planning, data science, workforce intelligence, HRIS analytics, business intelligence, or a closely related field.
Two or more years of leadership experience managing analytics professionals, technical teams, or cross-functional analytics initiatives.
Demonstrated experience applying statistical analysis, data visualization, predictive modeling, and business intelligence to workforce or organizational questions.
Demonstrated experience developing executive-level analytics, recommendations, dashboards, and presentations for senior leaders.
Demonstrated experience supporting workforce planning cycles, financial or budget-informed workforce analysis, data governance, institutional reporting, responsible AI governance, or ethical workforce analytics initiatives in a complex organization.
Technical proficiency with Power BI and relevant analytics tools or languages, such as SQL, Python, R, DAX, SAS, or advanced Excel.
Current and valid Texas driver’s license required for offsite travel.
Expert knowledge of people analytics, workforce metrics, data strategy, statistical methods, predictive modeling, and data visualization.
Ability to translate complex quantitative findings into clear business narratives, recommendations, and decisions for executive and nontechnical audiences.
Advanced skill in Power BI dashboard development, data modeling, DAX, data visualization, and analytics product governance.
Ability to collaborate effectively with HRIS and technology partners to translate workforce and HR reporting needs into accurate, scalable, and user-centered reporting solutions.
Ability to aggregate, validate, analyze, and interpret data from multiple HR and enterprise systems while maintaining data integrity, privacy, and compliance.
Knowledge of workforce planning cycles, headcount forecasting, workforce segmentation, scenario modeling, organizational effectiveness, compensation analytics, talent analytics, retention analysis, external benchmarking, HR data governance, institutional reporting, ethical workforce analytics, and responsible AI-enabled analytics practices.
Ability to partner with Finance, HRIS, HR leaders, and institutional stakeholders to connect workforce insights to budget planning, staffing strategy, position management, and long-range organizational priorities.
Ability to lead analytics strategy, prioritize competing requests, establish reporting standards, and deliver scalable solutions in a complex organization.
Strong relationship-building and consultation skills with executives, HR leaders, technical teams, institutional partners, and subject matter experts.
Exceptional written, verbal, presentation, and interpersonal communication skills, including executive and board-level communication.
Proven ability to coach, develop, and motivate analytics professionals and cross-functional project teams.
Strong judgment, problem-solving, organizational, customer service, and stakeholder engagement skills.

Nice To Haves

Master’s degree or PhD in Data Science, Statistics, Business Analytics, Industrial-Organizational Psychology, Economics, Human Resources, or a related quantitative field. PhD preferred but not required.
Advanced people analytics or data science credential, such as Wharton’s People Analytics certificate or a comparable recognized program.
Experience in higher education or public-sector HR analytics.
Experience with compensation modeling, organizational analytics, workforce benchmarking, and labor market intelligence.
Experience integrating and analyzing data across enterprise platforms such as Workday, Cornerstone, Phenom, or comparable systems.
Professional certification such as SHRM-SCP, SPHR, PHR, Power BI, Tableau, or another advanced analytics certification.

Responsibilities

Lead enterprise-wide people analytics and workforce planning initiatives that support strategic decision-making.
Translate complex workforce data into meaningful insights and recommendations for executive leadership.
Develop workforce forecasts, scenario planning models, and talent intelligence strategies.
Partner with leaders across the institution to support workforce planning, organizational effectiveness, and operational excellence.
Advance data governance, reporting standards, and responsible AI practices within Human Resources.
Build and lead a high-performing analytics team while driving a culture of continuous improvement and innovation.
Lead Dallas College’s enterprise people analytics, workforce planning, and workforce intelligence strategy, aligning data initiatives with institutional priorities, staffing strategies, organizational design decisions, HR transformation goals, budget planning, and long-range workforce needs.
Lead and manage HR analytics professionals, providing strategic direction, coaching, development, and performance oversight.
Translate complex HR and workforce data into clear, actionable narratives, recommendations, risks, and opportunities for executive decision support and board-related workforce analytics.
Own the HR analytics product roadmap, including the strategy, governance, prioritization, design, adoption, and continuous improvement of Power BI dashboards, self-service reporting, metric definitions, and other HR business intelligence solutions to ensure usability, scalability, accuracy, and executive relevance.
Develop and implement predictive analytics and workforce scenario models to assess the impact of attrition, retirement eligibility, hiring velocity, vacancies, funding changes, organizational redesign, compensation changes, labor market conditions, and emerging skill gaps.
Lead workforce planning analytics and forecasting activities in support of the annual and quarterly workforce planning process in partnership with HR, Finance, and institutional leaders, including headcount forecasting, staffing assumptions, vacancy analysis, workforce supply and demand modeling, critical capability gap analysis, and multi-year workforce strategies aligned to Dallas College priorities.
Partner with Finance and HR leadership to reconcile workforce forecasts with budget planning, compensation assumptions, position management data, staffing investments, operating plans, and workforce-related financial planning.
Participate as Human Resources' analytics subject matter expert on the College Data Governance Council and Institutional Effectiveness Council, contributing HR data expertise, workforce insights, governance recommendations, and reporting standards that support institutional decision-making.
Support HR AI governance initiatives by implementing approved responsible AI standards, analytics guardrails, data stewardship practices, privacy protections, bias monitoring, transparency requirements, human oversight, and risk mitigation practices for HR reporting, workforce insights, and AI-enabled decision support.
Conduct external labor market research, peer and industry benchmarking, and workforce trend analysis to inform talent, compensation, organizational, and workforce decisions.
Partner with Compensation, Talent Acquisition, HR Business Partners, Employee Experience, Information Technology, Institutional Research, and other stakeholders to evaluate workforce trends, organizational structures, staffing models, talent pipelines, compensation competitiveness, and operational effectiveness.
Provide data-driven support for organizational design, role alignment, span-of-control analysis, workforce segmentation, succession planning, and strategic talent initiatives.
Establish and maintain standards for HR metrics, data definitions, data quality, reporting governance, privacy, regulatory compliance, ethical workforce analytics, and responsible use of employee data and AI-enabled insights.
Lead the design and delivery of standardized and ad hoc HR reporting, working closely with HRIS to define reporting requirements, validate data sources, improve report accuracy, and serve as a primary point of contact for institutional HR analytics and reporting needs.
Drive automation and optimization of HR reporting processes across platforms such as Workday, Cornerstone, and Phenom.
Increase data literacy and system utilization through stakeholder engagement, training, system documentation, and user guides.
Complete required Dallas College Professional Development hours per academic year. All employees are required to complete a minimum of 19 hours. People leaders are required to complete an additional 16 hours of leadership development.
Perform other duties not listed as assigned.
Exercise full discretion and decision-making authority in the recruitment, selection, hiring, mentoring, coaching, development, and termination of staff, ensuring alignment with organizational goals, budgetary constraints, and workforce planning strategies.
Drive high performance by administering the performance management process timely, setting clear expectations, conducting performance evaluations, and implementing initiatives that enhance employee engagement, motivation, and retention.