Manager, Talent Strategy and Analytics

Overview

The Manager, Talent Strategy and Analytics will drive the strategic alignment of talent initiatives with organizational goals by leveraging data-driven insights and innovative approaches. This role is responsible for designing, implementing, and analyzing strategies that enhance workforce capabilities, foster employee engagement, and support long-term organizational success. The Manager will oversee performance management processes, skills gap analysis, and talent metrics to create actionable recommendations for leadership. This position plays a critical role in shaping the organization’s talent landscape by integrating analytics and strategy to optimize workforce performance and development.

Responsibilities

Talent Strategy:

• Develop and implement comprehensive talent strategies that align with organizational goals and drive business outcomes.
• Partner with HR leadership to design and improve performance management systems, competency frameworks, and career pathing initiatives.
• Lead skills analysis and workforce planning to identify gaps and opportunities for development and succession planning.
• Collaborate with leadership to prioritize and execute strategic talent initiatives to address current and future workforce needs.

Analytics and Insights:

• Build and manage talent analytics dashboards, providing data-driven insights to leadership on workforce trends, performance, and engagement.
• Analyze employee survey results to identify trends and areas for improvement and develop actionable recommendations.
• Use predictive analytics to anticipate future talent needs and inform decision-making on hiring, retention, and development strategies.
• Measure the impact of talent initiatives and strategies, presenting findings and recommendations to key stakeholders.

Engagement and Development:

• Oversee the implementation and effectiveness of employee listening initiatives, including surveys and focus groups.
• Lead efforts to enhance employee engagement through data-informed strategies, ensuring alignment with organizational culture and values.
• Develop and refine learning and development programs, competency frameworks, and training solutions to support workforce capability building.

 Collaboration and Leadership:

• Act as a trusted advisor to HR and business leaders on talent-related challenges and opportunities.
• Provide coaching and guidance to HR team members in the use of analytics and data-driven approaches to talent management.
• Foster collaboration between HR, business units, and leadership to ensure alignment and effectiveness of talent strategies.

 Supervisory Responsibilities:

• This position may evolve into supervising small team providing guidance, support, and professional development to ensure the successful execution of talent initiatives and analytics projects
• Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws.
• Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; coaching, rewarding and disciplining employees; addressing complaints and resolving problems.

Qualifications

• Education: Bachelor’s degree in Human Resources, Business Administration, Analytics, or a related field; Master’s degree preferred.
• Experience: Minimum of 8 years in HR, talent management, or related fields, with a strong focus on analytics and strategy.
• Demonstrated experience designing and managing performance management systems, competency models, and skills analyses.
• Proven ability to translate data into actionable insights and strategies.
• Proficiency with HRIS systems, analytics platforms, and data visualization tools (e.g., Power BI, Tableau, or similar).
• Strong project management and organizational skills, with the ability to manage multiple initiatives simultaneously.
• Excellent communication and presentation skills, with the ability to influence stakeholders at all levels.

 

Preferred Skills:

• Certification in HR or analytics (e.g., SHRM-CP, SPHR, or People Analytics certification).
• Experience with predictive analytics and workforce planning.
• Knowledge of best practices in employee engagement, organizational development, and talent strategy.
• Strong communication, coaching, and relationship-building skills across all levels of the organization.
• Analytical mindset with a focus on continuous improvement and innovative solutions.
• High emotio