Manager, People Analytics

Position Summary:

As Manager, People Analytics, you will play a critical role in advancing data-driven decision-making across the Guitar Center Company’s diverse family of brands. You will lead the development and execution of our people analytics strategy—translating workforce data into actionable insights that shape talent strategies, enhance business performance, and inform enterprise-wide decision-making. 

Reporting to the Senior Manager, People Systems and Analytics, you will serve as a key strategic partner to HR and business leaders, ensuring that data insights drive impactful action. This role oversees analytics tools and dashboards (including Omni, Dayforce, and related systems) and manages the People Analytics function to ensure consistent, accurate, and meaningful delivery of workforce metrics and analysis. 

Responsibilities will include, but will not be limited to, the following: 

• Develop and Execute People Analytics Strategy: Define and lead the enterprise people analytics roadmap, determining what metrics matter most (e.g., turnover, engagement, internal mobility, time-to-fill) and how they align with organizational goals. Continuously refine the strategy to meet evolving business needs and priorities. 

• Design and Maintain Dashboards and Reports: Oversee the creation and optimization of interactive dashboards and reports for HR and business leaders using tools such as Omni, Power BI, or Tableau. Ensure accurate integration of data from Dayforce, ATS, and other systems. Design visuals and key performance indicators (KPIs) that clearly communicate insights and enable leaders to take informed action. 

• Deliver Advanced Analysis and Insights: Lead and conduct in-depth analyses to identify trends, patterns, and opportunities within the workforce. Examples include turnover root cause analyses, predictive modeling for retention, and correlations between training and performance outcomes. Translate data findings into clear, practical recommendations that support business strategy. 

• Manage Reporting and Presentations: Prepare and present regular workforce analytics reports for HR and business executives, such as monthly metrics summaries or quarterly talent dashboards. Tell the story behind the data—highlighting trends, risks, and opportunities—and provide recommendations to improve outcomes. Respond to ad-hoc analytical requests with accuracy and speed. 

• Ensure Data Governance and Quality: Partner with HRIS, IT, and other data stakeholders to ensure data integrity, consistency, and compliance. Define and maintain standardized metric definitions (e.g., voluntary vs. involuntary turnover), establish validation processes, and promote best practices for secure, ethical handling of employee data. 

• Collaborate and Consult Across the Organization: Act as an internal consultant to HR and business partners, helping them understand and apply data insights. Partner with Finance, Operations, and other functions to forecast workforce needs, model labor scenarios, or evaluate the impact of people initiatives. Build analytical literacy across the HR function by coaching stakeholders in dashboard usage and data interpretation. 

• Build Analytical Capability and Influence: Promote analytical fluency across HR by coaching partners on how to interpret data, use dashboards, and apply insights. Lead by influence to foster a culture of curiosity and evidence-based decision-making throughout the HR function and the broader organization. 

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