Product Manager, HR Data & People Analytics
Based in United StatesFull-TimeManager
Salary$88,000–$100,000 USD annually
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Job Details
- Experience
- 8–12+ years
- Required Skills
- Microsoft Power BITableauReportingData modeling
Requirements
- 8–12+ years of experience in people analytics, HR data, HRIS analytics, or related fields.
- Strong hands-on experience with HR information systems, with UKG Pro experience highly preferred.
- Proven experience implementing data governance frameworks, data standards, and data quality improvement programs.
- Experience managing HR data environments during periods of growth, transformation, or post-implementation optimization.
- Strong understanding of HR domains, including workforce planning, talent acquisition, talent management, compensation and benefits, compliance reporting, and inclusion analytics.
- Advanced skills in HR reporting, analytics, trend analysis, segmentation, and insight generation.
- Experience with BI and analytics tools such as Power BI, Tableau, or similar platforms.
- Familiarity with data modeling concepts, integrations, and enterprise data ecosystems.
- Ability to evaluate and recommend people analytics platforms and technology solutions.
- Strong consulting and influencing skills, with the ability to challenge assumptions and drive alignment without direct authority.
- Ability to balance strategic planning with hands-on execution and operational priorities.
- Experience working in global, matrixed environments with diverse teams and data practices.
Responsibilities
- Design, implement, and manage an HR data governance framework, including ownership models, stewardship practices, data standards, and quality controls.
- Establish and maintain HR data dictionaries, definitions, and reporting standards to ensure consistent interpretation of workforce metrics.
- Lead HR data quality improvement initiatives, including assessment, remediation, and prevention of recurring data issues.
- Partner with HR Operations and technology teams to optimize HRIS capabilities, data integrity, reporting processes, and system usage.
- Build and evolve a trusted reporting environment by defining key workforce metrics, dashboards, and analytical solutions.
- Translate complex HR data into clear insights and recommendations for executives, HR leaders, and business stakeholders.
- Develop a long-term roadmap to advance people analytics capabilities from descriptive reporting toward predictive and prescriptive analytics.
- Identify opportunities to apply analytics to workforce challenges such as attrition risk, talent acquisition effectiveness, internal mobility, pay equity, and workforce planning.
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