Sr. Manager, People Analyticsat CDW Careers

The Sr. Manager of People Analytics will help us transform and optimize the way data is used to drive our talent strategy including talent acquisition, retention, organizational development, workforce planning and diversity.  This individual will possess strong business acumen and HR/Data domain expertise to oversee our analytical solutions including dashboards, tools and models that inform data-driven decisions.  They help to ensure that our workforce is aligned to our companies strategic goals.

This role is key to telling our story through the use of data and enables our business leaders to make management decisions through the insights we enable. The ability to craft a story from the data, define trends and insights are a differentiator in this role.

This is a highly cross functional role requiring the ability to collaborate with senior leaders, other analytics teams, Coworker Success (HR) and the Enterprise Data Services team. This role reports into the VP of Talent. 

Key Areas of Responsibility

• Lead, develop and engage a multi-geography team that provides people analytic solutions that span the coworker lifecycle.  This includes direct and matrix reports.
• Translate business and talent challenges into questions and hypothesis that can be tested with data
• Design frameworks to connect business and coworker data together to identify and solve business problems and deliver an impact on coworker experience, performance and culture
• Lead the design and development of scalable people analytics products (reports, dashboards, analytical models, insights, etc.) to deliver insights and analysis, and drive adoption at various levels of the organization
• Enable the success of key organizational initiatives (Inclusion & Diversity, Strategic Workforce Planning, Talent Acquisition, Employee listening etc.) by generating and presenting actionable insights, and identifying gaps and opportunities
• Work cross-functionally to build a best-in-class data environment and an integrated technology stack that ensures the quality and integrity of coworker data, making shared metrics available across the business.  Integrate with the HRIS and broader enterprise analytics team
• Established data governance, ensure data accuracy, privacy and compliance with relevant regulations such as GDPR and other data protection laws.
• Demonstrate exceptional judgment and discretion when dealing with highly sensitive people's data
• Find opportunities to evolve analytics capabilities/products, and instill a culture of continuous improvement to refine and enhance existing capabilities, aid in our strategy to leverage predictive models, forecast future talent needs and continuously evolve our metrics.
• Adapt readily to changing priorities; offering solutions to challenges or problems as they occur.
• Establish rapport, credibility, trust, and respect throughout the organization at all levels, and be viewed as a team player and leader with exceptional communication, analytical, and leadership skills.
• Provide leadership to individuals on team(s) through onboarding, training, coaching, feedback, development goals, and performance management

Education and/or Experience Qualifications

• Bachelor’s Degree and 7 years of HR, Data Analytics, or IT experience OR 11 years of HR, Data Analytics, or IT experience
• Prior leadership experience

Required Qualifications

• Lead a team of technical resources, translate business needs into results
• Predictive modeling experience with coworker retention, coworker performance, and other relevant workforce functions
• Ability to use data to anticipate issues, identify opportunities, diagnose, test ideas, and design and improve solutions
• Proven record working with senior leaders in metrics mapping, performing advanced analytical analysis and presenting results in a compelling way
• Ability to communicate statistical analyses and results to technical and non-technical audiences
• Ability to achieve results through successfully introducing and implementing processes, best practices and operational change initiatives.
• Excellent verbal and written communication skills with the ability to effectively influence and interact with all stakeholders, including Executive Leadership
• Demonstrated ability to build productive working relationships cross-functionally and with external stakeholders.
• History of balancing competing priorities while adapting to the changing needs of the business while meeting deadlines.

Preferred Qualifications

• Workday HCM data architecture knowledge
• Workday HCM Reporting tools – ability to develop queries, reports and dashboards
• Strong consulting skills
• Experience working with international teams