Our team members are at the heart of everything we do. At Cencora, we are united in our responsibility to create healthier futures, and every person here is essential to us being able to deliver on that purpose. If you want to make a difference at the center of health, come join our innovative company and help us improve the lives of people and animals everywhere. Apply today!

What you will be doing

The Senior Director, People Analytics & Insights is responsible for providing direction to drive the delivery of data-driven and actionable insights and help our executive team make informed talent decisions across multiple areas of Human Resources, including headcount management, employee life-cycle, attrition, DE&I, learning, mobility, talent management, recruiting, and strategic workforce planning. This role will build and maintain the necessary analytics infrastructure to support self-service reporting, dashboards, and advanced analytics using data lake and data mining. Overall ownership of people datasets governance and quality, security, compliance, integration, and standard/ad-hoc reporting. This role will lead our shift from data collection and reporting toward evidence-based research and data insights.

This is a US based remote role (preference for east coast or mid-west candidates)

• Build and develop a people analytics and insights function beginning with setting a data and insights strategy and 3-year roadmap.
• Design and implement HR analytics framework and strategy roadmap (strategy, structure, staffing, capabilities, and technology).
• Provide thought leadership and direction for the full lifecycle of people analytics, including sourcing, retention, development, organizational health and culture, exit information and strategic workforce planning.
• Enable the HR function to understand patterns, interpret insights, and draw connections within data across HR functional disciplines to influence business outcomes.
• Develop data reporting and dashboard strategy for senior executives, people leaders, associates, and HR business partners to scale analytics and democratize data and insights across the enterprise.
• Evaluate the effectiveness of all workforce strategies (e.g., training/development, compensation, inclusion & diversity, performance, etc.), in partnership with HR leadership team and program leaders, and clearly communicate and influence leaders on findings and recommendations.
• Partner closely with HR Technology and IT to define and build the data collection, retention and reporting technologies to enable the People Insights team and data insights strategy.
• Provide coaching and training on the use and interpretation of data insights.
• Develop and maintain appropriate benchmarks with other organizations.
• Build and maintain the HR analytics infrastructure. This includes building the architecture in partnership with IT and integrating multiple systems and data sources to build large and complex datasets to make them usable for analytics studies.
• Develop core metrics and dashboards to ensure our business leadership have easy access to the right information when monitoring organizational health and making talent decisions.
• Collaborate with the Centers of Excellence (COE’s) to design programs with the right analytics outcome in mind.
• Design and conduct research projects aimed at testing business driven hypothesis, interpret results, and present best course of action.
• Develop compelling, logically structured presentations that can synthesize complex data into clear, actionable next steps.
• Keep up-to-date and introducing latest trends from technology, people analytics, and data science research to inform our team’s strategy.

What your background should look like 

• Advanced degree in Statistics, Business, Econometrics, I/O Psychology or related field preferred.
• 10+ years of related experience in HR business intelligence, data mining, workforce analytics or market insights, with at least 5 years at a leadership level.
• Strategic orientation and demonstrated ability to build complex statistical models needed to understand issues at a detailed level and forecast impacts of change.
• Proven experience leading the interpretation of statistical data in a simplified and understandable way to non-experts (both written and verbally) in the form of graphs, charts, tables and executive presentations, etc.
• Experience managing and analyzing structured and unstructured data using tools such as SQL, R, Python, SPSS, STATA, Minitab or Power BI and experience troubleshooting others' analysis.
• Working knowledge of statistical methods for hypothesis testin