Senior Director, Global People Analytics

Senior Director, Global People Analytics

As a critical member of the Global Workforce Analytics (GPA) Leadership Team, this Senior Director position provides strategic leadership over – and tactical execution of – the areas of Dashboards & Analytics Tools, Workforce Planning, Ad-Hoc Analytics Requests, and Analytics Capability Building. In addition to these primary responsibilities (described in more detail below) they also serve as the Analytics SME in the partnership with DTI – ensuring that all data architecture decisions support analytics enablement. They also play a key role in informing the Master Data Management Team (to be established) of data quality priorities that will have the most significant impact on analytics effectiveness.

Dashboards & Analytics Tools

Lead strategic vision and tactical execution of all HR dashboards and analytical tools, moving from US-only solutions to a truly global portfolio

Lead development of new dashboards (e.g., Workforce Excellence, Talent Acquisition) and continuously enhance existing dashboards (e.g., Turnover, FKC Summary) to ensure that HR, Finance and the Business have easy access to all critical HR data and KPIs

Lead the development and implementation of analytics solutions and tools used to make data-driven decisions across HR (e.g., US Job Pricing Tools in Tableau used by Talent Acquisition to inform pay recommendations)

Lead strategic vision and tactical execution of user access and training for all dashboards & analytics tools (e.g., identify ongoing process for granting new user access, build & launch Quick-Start Guides for all dashboard offerings; record training videos for all dashboard offerings; provide live training for key positions and ad-hoc capability building as needed)

Workforce Planning

Advance strategic partnership with FKC Labor Finance Analytics, Clinical Analytics, and Advanced Analytics teams (outside of HR) to optimize people planning processes and drive meaningful analyses (e.g., premium pay analysis)

Lead the strategic vision and tactical execution of FKC Labor Analytics Reporting (e.g., Weekly and Quarterly analysis for Bill Valle and senior leadership)

Lead various workforce planning projects (e.g., LPN/LVN Expansion) in partnership with other teams across the business (e.g., Clinical Education, Regulatory Affairs, Talent Acquisition, Clinical Analytics, etc.)

Partner closely with McKinsey to rollout Workforce Excellence Program across FKC, continuously identifying new ways in which Global People Analytics & Reporting solutions can be integrated

Lead the strategic vision and tactical execution of cost of turnover models, with an immediate focus on our most critical workforce segments (i.e., Nurses, PCTs)

Lead the strategic vision and tactical execution of retirement risk analyses, with an immediate focus on our most critical workforce segments (i.e., Nurses, Clinical Managers) and develop action-planning toolkit to enable HRBPs to work with their business leaders on action plans

Lead the strategic vision and tactical execution of succession planning analyses, with an immediate focus on our most critical workforce segments (i.e., Clinical Managers); partner with TL&OD to develop succession plan health index to advance analytics around succession planning

Support the VP of DE&I in defining their strategic roadmap (i.e., focus areas, targets) based on deep-dive analyses of our internal diversity data, coupled with external benchmarks/trends

Lead strategic vision and tactical execution of all FME25 FTE Impact Tracking & Reporting (i.e., partner with Transformation Office, develop/launch/maintain process to track and report on FTE impacts associated with the global FME25 Transformation, and provide training and leadership to HR, Finance and the business)

Ad-Hoc Analytics Requests

Lead the ad-hoc analytics request process (i.e., develop & implement intake form, establish prioritization method, assign to appropriate team member, track appropriately in Dovetail, lead through to execution)

Reporting & Analytics Capability Building

Lead all analytics capability building across HR (i.e., onboarding for HRBPs, dashboard trainings/quick-start guides, etc.)

Partner with the Reporting team to determine and support training needs in Workday Reporting, advancing self-service reporting

HR Data Governance / Master Data Management

Lead the continuous review of key HR data structures (e.g., organizations, jobs, etc.) in partnership with other COEs (e.g., HR Operations, Total Rewards, Talent Acquisition), ensuring our data structures are an accurate reflection of the way in which our leaders see and run our business

Partner closely with the HR Master Data Management team (to be established within Reporting team) to identify data quality challenges, prioritize projects (e.g., cleanup of Job Families, Job Sub-Families and Job Profiles)

HR Data Architecture

Serve as the Analytics SME in conversations with DTI to ensure that our data architecture landscape is set up in a way that best supports analytics

Serve as the Analytics SME in Enterprise Data Platform project, identifying additional data sources that should be integrated and working with DTI to ensure this is executed effectively

Lead the strategic optimization of existing data warehouses (e.g., KCNG, Hanger18) through automation of manual tasks (e.g., weekly dashboard updates) and replacement of legacy integrations (e.g., PeopleSoft) ensuring all downstream tools and dashboards remain intact with no disruptions to business continuity

Partner with HR and business leaders to understand the ways in which they view the organization and ensure these segmentations are easily available in the existing data structures

Lead the strategic vision and tactical execution of new data structures (e.g., new job families) in partnership with COEs and HR Operations

Requirements

• Strong track record of exceptional project management skills
• 5+ years managing global HRIS/reporting/analytics teams
• Strong cross-functional leader with the ability to partner and influence across many levels and teams in the organization and consistently meet aggressive project timelines
• Experience collaborating with members of HR and IT to identify, standardize and implement data & analytics solutions, including enhanced tools and process improvements.
• A strong intellectual curiosity with a desire to understand and support the global organization in preparing for the future of work
• Proven ability to build reporting capabilities of HR business partners through guidance, consultation, and training
• Experience partnering with HRBPs and building analytics capabilities across HR
• 5+ years experience in Project Management roles
• Advanced knowledge of HR master data management concepts and best practices
• Ability to translate strategic vision into actionable plans and make decisions with incomplete or imperfect information
• Experience inspiring and influencing an HR organization to leverage new reporting tools and technologies
• Advanced knowledge of HR KPIs and appropriate approaches to analysis of topics spanning the employee lifecycle
• Excellent verbal/written communication skills and effective presentation skills
• Advanced knowledge of workforce planning best practices
• Successful track record of superior service delivery and change management in a global environment
• Equal parts strategic thinker and operationally excellent
• Advanced knowledge of data visualization tools (e.g., Tableau, PowerBI) and best practices
• Bachelors degree, masters preferred
• 10+ years of working experience in Global People Analytics
• Proven ability to use data, analytics, and business knowledge to solve complex business problems
• Experience designing, implementing, and scaling HR systems and processes in a fast paced, ambiguous environment