Supervisor’s Job Title: CHRO

Position Summary: Our client, a global, multi-site retail and consumer services organization, is seeking a Director of HR Analytics to build and lead the company’s people analytics capability.

This role will serve as a critical partner to executive leadership, responsible for transforming fragmented workforce data into clear, actionable insights that drive business performance and enable more informed decision-making.

The organization is in the early stages of becoming a data-driven HR function, with multiple systems currently in place and limited centralized reporting. This individual will play a key role in consolidating data, developing insights, and supporting strategic initiatives including workforce planning, operational efficiency, and M&A activity.

This is a highly visible role reporting directly to the CHRO and will partner closely with HR, Finance, Operations, and IT to elevate analytics maturity across the business.

Absolute Minimum Must-Have’s / Experience / Requirements:

• Bachelor’s degree required (Analytics, Data Science, Business, HR, or related field preferred)
• 8+ years of progressive experience in HR analytics, workforce analytics, or business intelligence
• Demonstrated ability to extract, clean, and synthesize data from multiple systems
• Strong experience with data visualization tools (Power BI, Tableau, or similar)
• Experience working within HRIS platforms (UKG, Workday, SAP, Oracle, or similar)
• Proven ability to translate data into business insights and executive-level recommendations
• Strong analytical capability across workforce planning, labor modeling, or operational analytics
• Experience supporting multi-site, high-volume or retail environments preferred
• High level of business acumen with ability to operate independently

Key Responsibilities:

Key Responsibilities:

• Develop and execute a people analytics strategy aligned to business priorities
• Consolidate and integrate data across multiple systems to establish a single source of truth for workforce data
• Design and deliver insight-driven reporting and dashboards for HR and business leaders
• Analyze workforce trends including turnover, retention, productivity, labor efficiency, and hiring performance
• Build and deliver predictive and scenario-based workforce models to support planning and decision-making
• Support M&A diligence and integration efforts through workforce data analysis and modeling
• Partner with HR, Finance, and Operations to provide data-driven recommendations tied to business outcomes
• Establish data governance standards, reporting frameworks, and KPI definitions across HR
• Translate complex data into clear, concise insights for executive leadership
• Partner with HRIS, IT, and external vendors to improve data architecture and system connectivity
• Evaluate and implement analytics tools, automation, and reporting capabilities
• Help elevate overall data literacy and analytical capability within the HR function

Working Relationships:

HR Leadership Team, Finance, Operations, IT, Retail Leadership, Executive Leadership Team, External Vendors

Key Desired Business Outcomes

Desired Business Outcomes / Key Accomplishments

How success will be measured within the first 180 days

• Develop a clear understanding of existing systems, data sources, and reporting gaps
• Establish baseline reporting for key workforce metrics (headcount, turnover, hiring, etc.)
• Begin consolidating data across systems to improve accuracy and accessibility
• Build relationships with HR, Finance, and Operations stakeholders
• Deliver initial dashboards and insights to support immediate business needs
• Identify opportunities to improve data quality, reporting consistency, and decision-making visibility

Desired Business Outcomes / Key Accomplishments

How success will be measured within the first 365 days

• Establish a scalable people analytics framework and reporting infrastructure
• Deliver consistent, executive-level reporting that informs business strategy and workforce planning
• Implement predictive and scenario-based modeling capabilities
• Improve overall data accuracy, accessibility, and usability across HR systems
• Support M&A activity with robust workforce analytics and integration insights
• Drive adoption of a more data-driven culture within HR and leadership teams