Senior Manager, Talent Analytics & Assessment Science

Procter & Gamble•Cincinnati, OH

6d•$110,000 - $165,300

About The Position

P&G is seeking a strategic and innovative leader to use analytics, research, assessment science, and technology to improve talent decisions and organizational outcomes. The role partners with HR, Talent Acquisition, business, and technology leaders to solve complex workforce questions and develop scalable, evidence-based solutions. Depending on business needs, experience, and interests, the role may focus on Talent Analytics & Insights, Selection & Assessment, or both. In Talent Analytics & Insights, the role uses workforce data, employee listening, research, and technology to generate insights on employee experience, retention, leadership pipeline health, workforce planning, and organizational effectiveness, and develops scalable analytics and decision-support capabilities. In Selection & Assessment, the role applies assessment science, psychometrics, research, and technology to develop, validate, evaluate, and improve selection approaches that support effective, fair, evidence-based talent acquisition decisions. The position is based at the Cincinnati General Offices. Candidates should be prepared to consider relocation opportunities throughout their career as business needs and development opportunities arise.

Requirements

Advanced degree in Industrial-Organizational Psychology, Organizational Behavior, Behavioral Science, Human Capital Analytics, Data Science, Statistics, or a related discipline.
Experience applying analytics, research, measurement, psychometrics, or assessment expertise to talent or organizational challenges.
Demonstrated ability to lead cross-functional initiatives, influence senior stakeholders, and convert business questions into analytical or research approaches.
Strong strategic thinking, project management, data storytelling, and written and verbal communication skills.
Interest in and willingness to work in Talent Analytics & Insights and Selection & Assessment spaces.
Ability to navigate ambiguity, transformation, and multiple competing priorities.

Nice To Haves

PhD in Industrial-Organizational Psychology or a related discipline.
Experience in one or more of people analytics, employee listening, employee experience, employee selection, assessment development or validation, talent management, or organizational research.
Knowledge of psychometrics, validation strategies, fairness and adverse-impact analysis, assessment governance, and candidate experience.
Experience with Power BI, R, Python, SQL, or related analytics and visualization tools.
Experience developing or implementing scalable HR analytics, assessment, technology, or AI-enabled solutions.
Understanding of employee data privacy, data governance, and responsible AI.

Responsibilities

Lead high-impact analyses and research related to employee experience, retention, leadership pipeline health, workforce planning, organizational effectiveness, selection, and assessment.
Partner with HR, Talent Acquisition, and business leaders to identify priorities, diagnose challenges, and translate evidence into actionable recommendations.
Design and evaluate employee listening, research, measurement, selection, and assessment approaches using quantitative and qualitative methods.
Lead the development, validation, implementation, and continuous improvement of analytics products, assessments, dashboards, and decision-support tools.
Translate complex findings into compelling stories, recommendations, and executive-ready communications.
Partner with IT, Data & Analytics, legal and privacy partners, and external providers to deliver new systems, scalable solutions, and pilots.
Drive responsible experimentation and adoption of AI and emerging technologies across talent analytics and assessment.
Build HR capability, enable effective use of tools and insights, and lead multiple complex initiatives in a matrixed environment.