People Insights Manager

Core Responsibilities

1. Own delivery of People Analytics & Insights

• Drive experience surveys for the full employee lifecycle
• Lead the intake, prioritization, and delivery of analytics across People and business stakeholders
• Ensure insights are timely, accurate, and aligned to business priorities
• Translate complex data into clear narratives for executive audiences
• Maintain predictive models (attrition risk, hiring forecasts, retention drivers) that inform talent strategy and workforce planning.

2. Drive stakeholder partnership

• Act as the primary partner to PBPs, Finance, and functional leaders for people insights
• Shape business questions into structured analyses and recommendations
• Support executive reporting and workforce planning discussions

3. Elevate analytics quality and consistency

• Establish standards for metrics, definitions, and reporting across People Analytics
• Ensure consistent use of data across dashboards, reports, and presentations
• Reduce ad hoc and duplicate reporting through structured solutions

4. Enable self-service and scale

• Partner with systems and data teams to improve dashboard usability and adoption
• Increase stakeholder ability to access and interpret people data independently
• Shift the team from reactive reporting to proactive insights
• Identify and implement automation opportunities (scheduled reports, data workflows, dashboard refreshes) to improve team efficiency and reduce operational overhead.

5. Support performance and ROI measurement

• Help define and track key people metrics (attrition, hiring, performance, etc.)
• Identify trends and drivers that impact business outcomes
• Contribute to building a more data-driven and performance-oriented People function

What success looks like

• Stakeholders rely on the insights team for decision support, not just data
• Executive conversations are informed by clear, consistent insights
• Ad hoc reporting demand decreases
• Employee lifecycle surveys capture all business needs across Talkdesk including ROI and OKR testing

Minimum qualifications

• 5 plus years in people analytics, HR reporting, or adjacent data roles
• Ownership of survey programs; strong understanding of security domains and business process impacts
• 2 plus years building dashboards for business audiences
• Proficiency with HR data domains: headcount, movement, time to fill, attrition, DEI, engagement
• Strong SQL or equivalent query skills for data prep and QA
• Excellent communication and stakeholder management skills; able to explain complex topics simply
• Ability to deliver executive-ready insights decks on a routine basis
• Statistic basics for survey design and driver analysis

Nice to have

• 3 plus years building Workday reports and calculated fields
• Experience with employee experience surveys such as Workday Peakon, Qualtrics, or Culture Amp
• Python or R for predictive analyses and au