Head of People Analytics Consulting & Workforce Planning

Job Description

Work Arrangement:

This role is based remotely, but if you live within a 50-mile radius of Atlanta (GA), Austin (TX), Detroit (MI), Warren (MI), or Mountain View (CA) you are expected to report to that location three times a week, at minimum.

The Role:

Our People Analytics CoE is looking for a Head of People Analytics Consulting & Workforce Planning. In this role, you will set the strategy for consulting engagements, lead the enterprise strategic workforce planning initiatives and high-profile analytics consulting projects that inform strategic talent decisions, improve organization effectiveness, and drive positive employee experience. Your workforce planning expertise, outstanding leadership, consulting and analytical skills, exceptional presentation skills and ability to translate data into actionable recommendations will help us advance our analytics capabilities and enable data-driven decisions. What is in it for you? You will have a chance to influence our talent strategy, enable workforce planning activities across GM, help design insights that matter and be part of a great team that puts innovation and curiosity at the center of everything we do. 

Responsibilities: 

• Lead the enterprise-wide workforce planning process and initiatives aligning talent strategies with business objectives and enabling short-term and long-term workforce readiness through roadmap development, process and technology optimization

• Lead high-impact consulting engagements & projects providing strategic guidance and data-driven insights to senior leaders on key areas including but not limited to talent management, organizational effectiveness, workforce planning, retention, hiring, and internal mobility

• Enhance and mature People Analytics consulting, and workforce planning capabilities helping enable enterprise data-driven decisions 

• Enhance People Analytics consulting operating model (consulting principles, project prioritization criteria, KPIs & success measures, toolkits, governance, quarterly reviews etc.) 

• Drive the adoption of people analytics tools and enhance data literacy across the HR function and business units

• Prepare and lead quarterly executive briefing summaries with the leadership team 

• Build trusted relationships with business executives, senior HR & Finance stakeholders to influence talent decisions and organizational effectiveness

• Drive a culture of strategic thinking, curiosity, and continuous improvement within the team and broader HR function

• Collaborate closely with cross-functional People Analytics teams (Employee Voice, Reporting, Data Solutions & Data Engineering, Data Visualizations etc.) to build a cohesive, end-to-end analytics ecosystem that enables data-driven decision-making at scale

• Ensure alignment between consulting, analytics products, tools, and data infrastructure to maximize insight generation and usability

Requirements: 

• 12+ years of experience in People Analytics / Workforce Planning client facing, consultative analytics roles including 5+ years leading direct and cross-functional People Analytics teams

• Expert knowledge and experience using HR data and analytics to improve business results, using qualitative and quantitative metrics to inform strategic talent decisions, enable enterprise workforce planning activities and improve organization effectiveness 

• Very good understanding of HR data and HR employee lifecycle processes (talent acquisition, talent development, internal mobility etc.) 

• Very good understanding of workforce planning frameworks and methodologies

• Experience developing executive stakeholder relationships, scoping, and crafting solutions, and successfully delivering projects 

• Excellent communication skills and ability to influence executive stakeholders by translating data into insights and solutions for their business problems 

• Highly effective presentation skills in a variety of formal presentation settings: small, and large groups, technical and non-technical audience, executives 

• Familiarity with industry best practices and trends in workforce planning

• Ability to make quick decisions with incomplete or ambiguous data 

• Ability to break down barriers and quickly achieve high impact progress within the organization 

• Passion for building new capabilities, leading change, and enabling enterprise-wide impact

• Proven applied knowledge of using People Analytics technology stack, driving adoption of analytics tools and influencing the analytics product development roadm