Senior Vice President, Metrics and Analytics

BNY Mellon•Pittsburgh, PA

12h•Onsite

About The Position

We’re seeking a future team member for the role of Senior Vice President, People Metrics and Analytics to join our People Team. This role is located in Pittsburgh, PA. In this role, you’ll make an impact by partnering with People Team and cross-functional stakeholders to frame critical people hypotheses and business questions of highest organizational impact. You will leverage existing internal and external data sources, including employee listening datasets (engagement surveys, pulse checks, focus-group transcripts and digital feedback channels), to give leaders a holistic view of the employee experience. You will apply advanced statistical methodologies and text-analytics (sentiment analysis, topic-modeling, clustering) to uncover key drivers of engagement, retention and performance. You will partner with HR SMEs, engineering, etc. to build & evolve an enterprise employee listening strategy (pulse surveys, lifecycle surveys, focus groups, social listening, AI feedback tools, etc.). You will use AI-driven methodologies to gather, analyze and interpret employee sentiment and organizational signals across multiple channels related to employee experience, culture, inclusion and organizational health. You will create compelling insight narratives tied to workforce and business outcomes. You will develop and maintain dashboards, metrics and reporting frameworks for talent, engagement and workforce health. You will integrate voice-of-employee insights with traditional HR metrics (turnover, absenteeism, talent-pipeline health) to diagnose root causes and recommend targeted interventions. You will use data-driven findings to co-create and prioritize solutions that elevate manager effectiveness, inclusion, career development and culture. You will research new technologies and methods across AI data science, data engineering and data visualizations to expand the team’s toolkit. You will partner with data, AI and HR tech teams to expand use of predictive HR analytics and learning capabilities. You will translate quantitative and qualitative analyses into clear, compelling narratives for both technical and non-technical audiences—linking statistical results to actionable business recommendations. You will demonstrate exceptional judgment and discretion when handling highly sensitive people data and confidential feedback.

Requirements

Bachelor’s degree in a quantitative discipline (statistics, data science, industrial/organizational psychology, etc.) or equivalent work experience required
8-10 years of related experience including experience with HR/People data/analytics or workforce strategy working in/with complex organizations
Advanced analytical and problem solving skills; experience in applying multivariate statistical methods, clustering, modelling, etc.
Proven expertise analyzing employee listening and sentiment data – survey results, open text feedback, pulse metrics
Experience designing analytics solutions with HR technology
Ability to communicate effectively with technical and non-technical audiences, including storytelling and consultative approach
Strong knowledge of Excel and data visualization skills (PowerBI preferred); data extraction, preparation and statistical languages including Python, R and/or SQL

Nice To Haves

Experience with Oracle HCM a plus

Responsibilities

Partner with People Team and cross-functional stakeholders to frame critical people hypotheses and business questions of highest organizational impact
Leverage existing internal and external data sources, including employee listening datasets (engagement surveys, pulse checks, focus-group transcripts and digital feedback channels), to give leaders a holistic view of the employee experience
Apply advanced statistical methodologies and text-analytics (sentiment analysis, topic-modeling, clustering) to uncover key drivers of engagement, retention and performance
Partner with HR SMEs, engineering, etc. to build & evolve an enterprise employee listening strategy (pulse surveys, lifecycle surveys, focus groups, social listening, AI feedback tools, etc.)
Use AI-driven methodologies to gather, analyze and interpret employee sentiment and organizational signals across multiple channels related to employee experience, culture, inclusion and organizational health. Create compelling insight narratives tied to workforce and business outcomes.
Develop and maintain dashboards, metrics and reporting frameworks for talent, engagement and workforce health
Integrate voice-of-employee insights with traditional HR metrics (turnover, absenteeism, talent-pipeline health) to diagnose root causes and recommend targeted interventions
Use data-driven findings to co-create and prioritize solutions that elevate manager effectiveness, inclusion, career development and culture
Research new technologies and methods across AI data science, data engineering and data visualizations to expand the team’s toolkit. Partner with data, AI and HR tech teams to expand use of predictive HR analytics and learning capabilities
Translate quantitative and qualitative analyses into clear, compelling narratives for both technical and non-technical audiences—linking statistical results to actionable business recommendations
Demonstrate exceptional judgment and discretion when handling highly sensitive people data and confidential feedback