HR Data & Analytics Manager
HR Data & Analytics Manager
Job Purpose
The HR Data & Analytics Manager is the Group business owner for HR reporting, analytics, and insights, with the mission of transforming People data into a strategic asset for HR leadership and top management.
This role owns the HR analytics roadmap and ensures that data, dashboards, and insights are aligned with organizational priorities, embedded in decision-making, and leveraged to anticipate workforce trends. While not responsible for hands-on report development, the role works closely with HRIS, IT, Product Owners, and Tech Architects to prioritize high-value use cases, define standards, and ensure impactful delivery.
Beyond reporting, the role proactively explores new analytical perspectives, integrates external benchmarks and market data, and leverages emerging technologies—particularly Gen
AI and AI-driven analytics—to enable more autonomous, data-informed decision-making across HR.
Strategic Impact
This role is central to building a data-driven HR organization and positioning people analytics at the core of business decision-making.
By structuring HR data, ensuring data quality, rationalizing KPIs, and embedding insights into HR and business routines, the HR Data & Analytics Manager supports the organization in anticipating:Talent needs
Skills evolution
Organizational shifts
A key success factor is driving the transition from descriptive reporting to predictive and proactive insights, enabled by:Automated, user-friendly dashboards
AI-powered analytics tools
High adoption with minimal complexity
Key Responsibilities1. HR Data & Analytics Strategy & Governance
Define, prioritize, and govern key HR KPIs aligned with business priorities
Rationalize existing metrics to focus on high-impact indicators
Ensure consistency and standardization across HR reporting
Monitor adoption and effectiveness of analytics solutions and recommend improvements
Contribute to HR data governance (data quality, compliance, privacy, retention) in collaboration with Data and Tech teams2. Dashboard Design & Insight Enablement (with Tech teams)
Oversee the design and evolution of HR dashboards for business and HR leaders
Ensure dashboards are intuitive, actionable, and embedded into decision-making routines
Shift reporting from static outputs to insight-driven storytelling and analysis
Drive adoption by supporting stakeholders in understanding and using data effectively3. Advanced Analytics, Benchmarks & Market Intelligence
Integrate internal HR data with external benchmarks and labor market intelligence
Develop frameworks to compare workforce trends with market dynamics
Contribute to strategic HR initiatives such as workforce planning and skills-based organization4. AI & Advanced Analytics Enablement
Identify and prioritize HR analytics use cases leveraging AIContribute to governance frameworks and operating models for AI usage in HR analytics
Collaborate with Tech teams to ensure aligned and responsible AI implementation5. HR Data Governance, Roles & Compliance
Ensure strong HR data governance across the organization (data quality, privacy, access, compliance)
Ensure alignment with regulatory requirements (e.g., GSR, CSRD)
Manage the Group HR Data Steward6. Change Management & Data Culture
Foster a strong data-driven culture within HR and with business stakeholders
Support HR teams in understanding, trusting, and using data
Act as a change agent by simplifying access to insights and reducing reliance on ad hoc reporting
Profile & Qualifications
Education
Master’s degree in HR, Data Analytics, Business Intelligence, or a related field
Experience7+ years of experience in HR analytics, reporting strategy, business intelligence, or similar roles
Strong experience within HRIS environments, particularly Workday
Proven ability to influence senior stakeholders and lead strategic initiatives
Technical & Analytical Skills
Strong understanding of HR KPIs and workforce analytics frameworks
Expertise in HRIS reporting (Workday required)
Familiarity with data visualization tools (Power BI, Tableau)
Experience with benchmarking and external labor market data
Awareness of Gen
AI and AI-driven analytics (ability to identify use cases; development not required)
Soft Skills
Strong business and strategic acumen
Curious, proactive, and insight-driven mindset
Excellent stakeholder management and communication skills
Collaborative approach across HR and Tech teams
Ability to operate as a senior individual contributor with enterprise-wide impact
Wait, there’s more…We offer you an outstanding and collaborative workplace that embodies our sharing & conviviality culture, the possibility to work remotely (up to 2 days a week), a very complete mutual insurance, an attractive compensation including profit-sharing, the possibility to train daily, employee events…Pernod Ricard is committed to offering equal opportunities to all talents. Our recruitment methods focus on skills and competencies.
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