Vice President, Global People Analytics & Insights

Manulife Financial Corporation is a leading international financial services provider that helps people make their decisions easier and lives better. With our global headquarters in Toronto, Canada, we provide financial advice and insurance, operating as Manulife across Canada, Asia, and Europe, and primarily as John Hancock in the United States. Through Manulife Investment Management, the global brand for our global wealth and asset management segment, we serve individuals, institutions, and retirement plan members worldwide. Our principal operations are in Asia and Canada, and the United States, where we have served customers for more than 155 years.

The Opportunity

Manulife is seeking a dynamic and visionary leader to elevate our global People Analytics and Insights function. This senior leadership role offers a rare opportunity to architect and scale an enterprise capability at the intersection of talent, data, technology, and business strategy.
As the VP of People Analytics and Insights, you will lead a highly skilled global team and drive the modernization of our data, reporting, and insight-generation capabilities. You will partner closely with Finance, HR, and business leadership to translate complex workforce dynamics into forward-looking, actionable insights that shape enterprise decisions.
This is not a traditional reporting role. It is a business-critical position at the heart of how we enable future-of-work planning, power AI-enabled talent strategy, and deliver the insight edge that helps Manulife attract, grow, and retain exceptional talent.

Key Responsibilities

Global People Analytics & Talent Insights

• Lead the evolution of enterprise-wide people analytics practices, spanning operational reporting to advanced, predictive insights.

• Translate complex workforce challenges into actionable insights across hiring, retention, inclusion, onboarding, internal mobility, learning, engagement, and productivity.

• Integrate HR data across platforms, geographies, and business functions in partnership with global tech and data teams.

• Build a holistic workforce insights capability by combining internal data (e.g., engagement, performance, attrition) with external data (e.g., market trends, competitor insights, location intelligence) to deliver a full picture of talent dynamics.

• Drive a shift from dashboards to strategic storytelling by embedding insights into conversations with the C-suite and senior HR leaders.

• Champion AI and predictive analytics as key inputs into workforce decisions, empowering leaders with speed and clarity.

Strategic Workforce Insight

• Develop tools, models, and frameworks that inform strategic workforce planning, talent investments, and scenario-based analysis.

• Provide supply and demand analytics that guide build-buy-borrow decisions and talent deployment strategies.

• Enable integrated workforce planning by aligning current talent supply with future capability needs across the enterprise.

• Inform enterprise initiatives including future-of-work, location optimization, and organizational design with robust, data-driven insights.

• Partner with HRBPs, Finance, Strategy, and COEs to support enterprise planning, capability mapping, and talent forecasting.

• Promote a culture of data fluency across HR and drive increased adoption of insight-driven decision-making.

AI Enablement & Next-Gen Capabilities

• Identify and deploy emerging technologies including AI, machine learning, and automation to enhance people insights.

• Explore AI-driven use cases across the employee lifecycle such as attrition prediction, engagement levers, and mobility signals.

• Ensure AI solutions are built with ethical integrity, transparency, and business relevance.

• Embed AI into core talent decisions while maintaining a human-centered experience.

• Inspire and Empower a High-Impact Analytics Team

• Lead and mentor a global team of analysts, data scientists, and reporting professionals to deliver at pace and with precision.

• Cultivate a high-performance culture grounded in innovation, curiosity, and continuous improvement.

• Balance strategic transformation initiatives with execution excellence in recurring reporting and ad hoc support.

• Position the team as strategic advisors to the business, moving from service provider to thought partner.

What Will You Bring?

• 10+ years in people analytics, workforce planning, HR strategy, or related roles, with at least 3 years in a global leadership capacity.

• Proven experience building scala