Vice President, People Analytics & Workforce Strategy

IMA Financial Group•Denver, CO

18h•$190,000 - $250,000

About The Position

The Vice President, People Analytics & Workforce Strategy will build and lead IMA’s enterprise workforce intelligence capability. This executive will own the strategy, infrastructure, and governance of workforce planning, productivity analytics, and predictive talent insights — directly enabling margin expansion, disciplined growth, and talent/skills deployment, operating at the intersection of HR, Finance, IT and Operations. At IMA’s scale and growth trajectory, this is a strategic business leadership role — not an HR reporting function. IMA has built a reputation for putting its associates first, offering an entrepreneurial, expanding company environment where individuals can develop lasting relationships, earn competitive benefits, and claim part ownership. The company operates with a team-based model, providing support systems and resources for associates to excel. As an independent company based in the Midwest, IMA is large enough to conduct business globally and agile enough to implement ideas quickly. IMA is nationally recognized as a leader in its industry, having received numerous awards for being a best place to work and a fastest-growing company.

Requirements

10+ years in people analytics, workforce strategy, FP&A, or business leadership
Experience in high-growth, private equity-backed, or multi-entity organizations
Demonstrated impact on labor cost optimization, productivity improvement, or org design
Deep fluency in workforce economics and financial modeling
Advanced analytics capability (UKG, Workday, BI tools, SQL, scenario modeling)
Executive-level communication and influence
Financially rigorous and margin-oriented
Enterprise thinker with systems perspective
High credibility with CFO and operating leaders
Builder of scalable infrastructure; willing to “roll up sleeves” to start something new
Data-driven but commercially pragmatic

Responsibilities

Design and execute a multi-year workforce planning framework aligned to revenue and EBITDA targets
Lead headcount scenario modeling (employee pathways, growth pacing, productivity targets)
Partner with CFO and FP&A on labor cost forecasting and capital allocation discipline
Partner with CIO on AI/automation roadmap linked to talent skills needs
Establish productivity standards (revenue per employee, producer leverage, service ratios, span of control)
Identify structural efficiency opportunities and operating leverage improvements
Quantify workforce ROI and labor productivity impact on EBITDA
Build enterprise predictive attrition modeling for critical revenue roles
Drive quality-of-hire and workforce mix analytics
Translate engagement, performance, and compensation data into forward-looking talent risk insight
Design and deploy workforce skills and capacity matching against future growth needs
Deliver enterprise workforce dashboards to C-suite
Produce board-level human capital reporting
Elevate talent metrics to enterprise performance indicators
Serve as executive owner of People Analytics within ERP
Establish data governance standards and reporting integrity
Build scalable analytics infrastructure and self-service capabilities