Workforce Intelligence & Analytics Manager

WPP•New York, NY

3d•$125,000 - $295,000•Hybrid

About The Position

The Workforce Intelligence & Analytics Manager is a contract role within WPP’s Performance & Culture Center of Excellence, supporting Enterprise Effectiveness. Reporting to the Global Head of Enterprise Effectiveness, the role establishes a trusted workforce-intelligence capability to support strategic workforce planning and inform organisation, workforce, team and people decisions across WPP. It combines strategic analytics, internal consulting and leadership of a four-person data and reporting team based in India. The initial focus is to establish the core approach, strengthen the team and deliver insight on WPP’s highest-priority workforce and organisation questions. The manager connects fragmented people, organisation and business data and turns it into clear insight, forward-looking scenarios and practical recommendations. The work helps leaders decide where to invest, how to shape the workforce and how to organise for performance, including in response to AI, changing client demand and new ways of working. The role partners with business, People & Culture, Finance, Data and Technology colleagues, and applies appropriate standards for data quality, governance, privacy, ethics and responsible use. The position also develops analytical tools and decision support, supports organisation and transformation decisions, and helps leaders and partners use workforce insight effectively. WPP describes its working approach as hybrid, with teams in the office around four days a week; accommodations or flexibility can be discussed with the hiring team.

Requirements

Experience applying data and analytics in finance, commercial, operational or other business settings, together with experience in people analytics, workforce intelligence or strategic workforce planning.
Experience translating business questions into analytical approaches, workforce scenarios and decision-ready recommendations.
Strong capability in data analysis, forecasting, modelling and visualisation using appropriate business intelligence or analytical tools.
Proven experience working through ambiguity and improving fragmented data and analytics environments by connecting disparate sources and systems, strengthening definitions and quality, and establishing practical governance, privacy and ethical standards.
Ability to communicate complex findings clearly and influence senior stakeholders in a complex organisation.
AI fluency, including practical understanding of how AI and automation can improve analytics, workforce planning and decision support, and how they may reshape work, skills, roles and workforce requirements.
Experience leading and developing an analytics or reporting team, including setting priorities, assuring quality and building capability across locations.
A degree in a relevant discipline or equivalent practical experience.

Nice To Haves

Experience applying financial, commercial or operational analysis to workforce investment, capacity, productivity or organisation decisions.
Experience in a complex global, matrixed or multi-business organisation, ideally supporting enterprise transformation or significant workforce change.
Proficiency with relevant business intelligence, data-visualisation or analytical tools, which may include Power BI, Tableau, SQL, Python or R.
Postgraduate study or relevant professional qualifications in analytics, finance, strategic workforce planning or a related field.

Responsibilities

Build an enterprise workforce-intelligence approach that connects people, organisation and business data to leadership decisions.
Define workforce and organisational measures, dashboards and decision-support tools covering capacity, capability, cost, productivity, risk and value.
Work with data owners and technology teams to map fragmented data and systems, define analytical requirements, and improve data definitions, quality, accessibility and responsible use.
Establish repeatable analytical standards, governance and quality controls.
Apply AI and automation to workforce-data integration, analysis and decision support while maintaining human judgement, transparency and responsible-use standards.
Help business and People & Culture leaders translate strategy and growth priorities into workforce demand, capability and capacity requirements.
Build workforce scenarios that assess choices such as developing, hiring, accessing external capability, automating, augmenting, redeploying or exiting work or roles.
Assess current workforce and future talent supply, including critical skills, capacity, cost, location and role mix, and identify gaps, risks and investment priorities.
Connect workforce planning with business and financial planning cycles.
Use statistical analysis, forecasting and scenario modelling to identify workforce and organisational risks, opportunities and patterns.
Structure ambiguous business questions, test hypotheses, assess what available data can answer, and distinguish meaningful signals from correlation or noise.
Translate analysis into choices, trade-offs and recommendations for senior leaders, including consequences of action and inaction.
Develop concise executive narratives and visualisations that explain complex findings clearly.
Provide analytical support for organisation design, organisational health, inclusion and impact, talent development, team effectiveness and change priorities.
Create baselines and evaluate whether organisation and workforce interventions achieve intended outcomes.
Combine quantitative evidence with qualitative insight and identify enterprise patterns across businesses, markets and functions.
Build practical tools, templates and self-service products to improve workforce decisions.
Coach People & Culture and business partners to interpret insight, challenge assumptions and use scenarios in decision-making.
Create an intake and prioritisation approach that focuses analytical capacity on high-value enterprise questions; improve the offer based on feedback, adoption evidence and emerging practice.
Lead and develop a four-person data and reporting team based in India, setting priorities, assuring quality and building analytical and consulting capability while shifting delivery toward workforce intelligence and decision support.