Senior Manager, People Analytics & HR Insights - Remote, US

Circana•,

7d•$100,000 - $130,000•Remote

About The Position

We are seeking a strategic, hands-on Senior Manager to lead Circana's People Analytics and HR Data work and help build a scalable, high-impact people analytics capability that enables better decisions, stronger workforce outcomes, and measurable business impact. Reporting into Employee Experience & Technology, this role will shape and advance our people analytics strategy by defining key workforce metrics, delivering trusted insights, and helping evolve the organization from historical reporting toward predictive and prescriptive analytics. A key responsibility will be leading the design and delivery of enterprise people scorecards that leadership will rely on to track workforce health and progress against our people strategy. This role combines building the future state of people analytics while strengthening and stabilizing the HR data foundation. Working closely with HR leaders, HR Operations, HR Business Partners, Technology, Finance, and other stakeholders, this individual will ensure data and analytics are reliable, actionable, and aligned to business priorities. A central focus of the role is strengthening HR data governance and quality across UKG and related systems. Through clear standards, ownership, and scalable processes, this role will help elevate HR data into a trusted strategic asset for the enterprise. This is a senior individual contributor role focused on strategy, execution, and influence rather than direct people management. The ideal candidate brings a blend of HRIS expertise, analytics capability, business partnership, and change leadership, and is comfortable balancing hands-on execution with longer-term strategy.

Requirements

5–7+ years of experience in people analytics, HRIS analytics, workforce analytics, or related HR data environments.
Strong hands-on HRIS experience required; UKG Pro experience strongly preferred.
Experience implementing and managing data governance, data quality, or HR data management programs.
Experience stabilizing HR data environments, particularly in post-implementation, growth, or transformation settings.
Strong understanding of core HR domains, including workforce planning, talent, total rewards, compliance, and inclusion analytics.
Advanced experience in HR reporting, workforce analytics, trend analysis, and insight generation.
Experience with BI and analytics tools such as Power BI, Tableau, or similar platforms.
Familiarity with data modeling concepts, integrations, and broader enterprise data ecosystems.
Experience evaluating or recommending analytics platforms, reporting tools, or people analytics solutions.
Demonstrated success operating as a strategic partner rather than a purely operational contributor.
Strong consulting and influencing skills, with the ability to challenge assumptions and navigate complex stakeholder environments.
Strong change management instincts, including driving adoption and behavior change among stakeholders who do not directly report to you.
Ability to balance near-term execution with long-term vision and continuous improvement.
Demonstrated leadership potential and the ability to drive outcomes through influence.
Previous people leadership experience is considered an asset; however, this is primarily a senior individual contributor role.

Nice To Haves

Experience leading post-implementation HR data remediation or governance efforts.
Experience helping organizations mature from ad hoc or descriptive reporting toward predictive or prescriptive analytics.
Experience developing executive-facing workforce scorecards or dashboards.
Background partnering closely with senior HR and business leaders in a matrixed environment.
Experience aligning HR analytics with broader enterprise, technology, or financial analytics strategies.
Experience working in global organizations with varied data standards and practices.
Previous people leadership experience.

Responsibilities

Partner with HR Operations, HR Business Partners, and Technology teams to establish and sustain HR data governance, including data ownership, stewardship, quality standards, and accountability.
Establish scalable governance processes and global data standards that improve data quality, consistency, and long-term sustainability.
Drive clear ownership and accountability for HR data across HR teams and employee self-service processes.
Lead ongoing efforts to assess, clean, and remediate HR data within UKG Pro and related systems.
Partner with HR Operations and Technology to diagnose and address root causes of data quality issues, not just downstream reporting impacts.
Recommend and implement UKG best practices, enhancements, and reporting improvements that strengthen data integrity.
Establish a trusted and consistent reporting environment that gives HR and business leaders confidence in workforce data and insights.
Define, prioritize, and maintain key workforce metrics across: Workforce Planning and HR Business Partner support, Talent Acquisition and Internal Mobility, Total Rewards (Compensation and Benefits), Compliance and Risk, Global Inclusion and Belonging Analytics.
Design, develop, and maintain enterprise people scorecards and dashboards that support leadership decision-making.
Translate complex workforce data into clear, compelling insights tailored to a variety of stakeholders.
Shape and drive a multi-year roadmap, in partnership with HR leadership, to advance people analytics from descriptive and diagnostic reporting toward predictive and prescriptive insights.
Mature the scorecard environment from manual reporting to automated reporting and proactive anomaly detection.
Identify opportunities to apply analytics to critical business questions such as attrition risk, hiring effectiveness, pay equity, workforce planning, and internal mobility.
Evaluate and recommend analytics, reporting, and BI tools that extend HRIS capabilities and support analytics maturity.
Partner with Technology and Finance to align people analytics with broader enterprise data strategies.
Serve as a trusted advisor to HR leadership, HR Business Partners, and HR Operations teams.
Lead change management efforts that drive adoption of data standards, scorecards, reporting practices, and new ways of working.
Develop training, communications, documentation, and stakeholder engagement plans that increase understanding and accountability.
Influence behavioral change by helping stakeholders understand the business value of data quality, consistency, and governance.
Balance rigor with pragmatism while building trust and adoption across the organization.