Sr. Manager, HR Data & Analytics

g a global team of analysts, developing dashboards and reports, and delivering actionable insights to HR and business leaders.

The ideal candidate combines strong analytical skills with a deep understanding of HR processes, data governance, and the ability to tell a compelling story through data. This role also leads survey strategy and execution, including biannual and pulse employee engagement surveys, and partners with internal stakeholders and external vendors to ensure effective deployment and communication.

ESSENTIAL DUTIES AND RESPONSIBILITIES

• Execute the HR Data & Analytics vision and strategy in alignment with leadership priorities and business needs.

• Lead the design, development, and maintenance of HR dashboards, scorecards, and reports using tools such as Workday Discovery Board, Power BI, or similar platforms.

• Creates and implements common methodology and tools for project management, data governance, modeling, testing, and solutions production.

• Partner with HR leadership and business stakeholders to identify key metrics and deliver insights that drive strategic decision-making.

• Manage and mentor a global team of HR data analysts, ensuring high-quality output and professional development.

• Translate complex data into clear, compelling narratives and visualizations for executive audiences.

• Oversee HR data governance, ensuring accuracy, integrity, and confidentiality across global HR systems.

• Collaborate with HR Operations, IT, and HRIS teams to optimize data infrastructure and reporting capabilities.

• Define and implement standard processes and controls to maintain data integrity and compliance with data privacy standards.

• Conduct predictive and prescriptive analytics to support initiatives such as talent acquisition, retention, culture & belonging, and employee engagement.

• Lead the development of scalable, efficient, and automated processes for large-scale data analysis and reporting.

• Develop and maintain a standard reporting dashboard for key stakeholder groups (e.g., C-suite, Operations Leaders, HRBPs).

• Establish a global analytics network to provide standardized, cost-efficient reporting across regions.

• Support M&A activities by analyzing and preparing third-party employee data for integration into HRIS.

• Stay current on HR analytics trends, tools, and best practices to continuously improve the function.

JOB QUALIFICATIONS & KNOWLEDGE REQUIREMENTS

• Experience with Workday required; familiarity with SAP HR and SuccessFactors is a plus.

• Strong understanding of HR functions and metrics (e.g., turnover, headcount, time-to-fill, employee demographics).

• Familiarity with workforce planning, organizational design, and change management.

• Experience with statistical analysis tools and methodologies and machine learning platforms (e.g., R, Python, Amazon Q, DataIKU).

• Ability to lead with business value and clearly measure and articulate business impact.

• Strong consultative, critical thinking, and analytical skills with the ability to operate strategically and build effective partnerships.

• Experience managing CRISP-DM initiatives and cross-functional/virtual teams.

EDUCATION & EXPERIENCE REQUIREMENTS

• Bachelor's degree in Human Resources, Business Analytics, Statistics, or a related field required; MBA or Master's in a quantitative discipline preferred.

• 8+ years of relevant experience in HR analytics or a related field, with at least 5 years in a leadership or program management role.

• Proficiency in data visualization tools (e.g., Power BI), HRIS systems (e.g., Workday), and data analysis tools (e.g., Excel).

• Demonstrated ability to manage multiple projects and stakeholders in a fast-paced, global environment.

• Experience preparing human capital research and analysis for senior executive audiences.

CORE SKILLS

• Data analysis and interpretation

• Data visualization and storytelling

• Effective communication with technical and non-technical audiences

• HRIS system proficiency (e.g., Workday)

• Predictive and prescriptive analytics

• Data governance and privacy compliance

• Strategic thinking and business alignment

• Leadership and team development

• Stakeholder engagement and influence

• Statistical modeling and machine learning

Jabil, including its subsidiaries, is an equal opportunity employer and considers qualified applicants for employment without regard to race, color, religion, national origin, sex, age, disability, genetic information, veteran status, or any other characteristic protected by law.

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