Manager, People Analytics & Workforce Intelligence

Ichor Systems is looking for a forward-thinking Manager, People Analytics & Workforce Intelligence to build its Human Capital Intelligence capability from the ground up. This is a build-from-scratch role with high visibility and direct impact on enterprise performance. As Ichor HR works to further advance automation, AI and operational efficiency, you will lead the shift from request-driven reporting to automated, always-current data and insight that informs real-time business decisions.

You will represent HR across the enterprise, working with business, finance and IT leaders to deliver trusted workforce insights, set data governance and standards; enabling faster, better-informed decisions. You build on the foundation of the HR Operations model, setting the analytical approach, standards and roadmap that business leaders and Ichor's global HR organization can rely on. You translate HR strategy into operating plans, use a high degree of independent judgment, and influence senior leaders.

Reporting to the Senior Director, HR Operations & Digital Transformation, this position is located onsite at our office in Austin, TX. 

Essential Duties and Responsibilities

1. Build Workforce Intelligence (core mandate)

Design and deliver enterprise dashboards and analytics, and run a weekly operating cadence for workforce insight, alongside a monthly and quarterly executive scorecard. Focus areas include:

• Workforce composition: headcount, FTE, workforce mix and geographic distribution across US, Singapore and Malaysia sites.
• Talent acquisition: sourcing and hiring trends, requisition integrity, time-to-fill (plant versus corporate), offer acceptance and cost per hire.
• Retention: termination trends, early attrition and manager patterns; turnover by site and shift.
• Conversion and mobility: temporary-to-regular conversion, promotion velocity by level and rate of internal opportunity.
• Internal talent: performance, bench strength and development trends, including education, experience and exposure attributes; succession and skills insight as the data matures.
• Labor utilization: overtime and labor-hour patterns that drive cost and risk.

2. Build Compensation Intelligence

Develop monthly insight, in partnership with Total Rewards, on:

• Cost of labor by site, geography and job family.
• Pay positioning against Ichor's regional salary ranges, including range penetration and compa-ratio.
• Pay equity indicators across the enterprise, and return on labor investment by role and function.
• Support for the annual compensation planning cycle: performance award distribution, merit, promotion and salary-adjustment outcomes against guidelines and budget.

3. Own Data Modeling and Insight Delivery

• Using Microsoft Power BI (and Oracle OTBI), build scalable data models, not just reports, and a standardized approach to managing with metrics.
• Own the HR executive scorecard and the metric dictionary: one definition, owner, source and refresh rule per metric, with change control. Replace manually assembled monthly scorecards.
• Publish a catalog of standard reports and push them to managers and leaders; enable real-time views of a manager's own organization; set simple intake and service levels for data requests, with clear rules on who can see what.
• Translate data into clear insight and decisions: operational dashboards, executive summaries and short narratives with recommended actions.

4. Establish Data Integrity, Governance, and AI/Automation Strategy

• Partner in the development of a Global HR AI/automation roadmap on a three-to-five-year horizon. Pilot responsibly (reporting narrative, request classification, predictive models) with approved data, role-based access and humans accountable for employment decisions.
• Serve as the HR data expert: surface inconsistencies and define and standardize HR data globally, including job architecture (functions, families, levels, and job versus business titles). Define the authoritative worker data model: source, owner, definition, change point and quality.
• Run an HR data-quality measure, quarterly audits and automated reconciliation across Oracle Cloud HCM, payroll (ADP and Unit4) and time or badge records; partner with HR and IT to fix upstream causes.
• Build trust in HR data as the reliable source of truth, with controls that protect sensitive and confidential information and respect regulatory boundaries such as co-employment guidance for the contingent workforce, privacy and export-control sensitivity.

5. Enable HR Operations, Programs and Planning

• Develop ROI models for HR programs and measure the benefit of analytics work (manual hours removed, reports retired, decisions informed).
• Provide audit-ready, traceable data for statutory and government reporting, SOX evidence and customer or regulatory audits; keep lineage so every executive number can be explained.
• Supply data and insight for annual activities, including Organization and Talent reviews and Strategic Workforce Planning; partner with Finance on the headcount forecast and annual plan; support the Position Management design chain from position and budget to requisition, hire and payroll.
• Build scenario models for growth, plant ramp-up and workforce actions.

6. Partner Cross-Functionally and Lead

• Work closely with IT Solution Architects to consume and model data from Oracle Cloud HCM and payroll platforms.
• Equip HR Business Partners and HR leaders with actionable insight; engage the CHRO and senior executives to turn business questions into data-driven answers.
• Establish structure, standards and ways of working that guide the HR organization on reporting and data practices; coach HR and managers to use data well; lead and develop analysts as the team grows.

7. Critical and Systems Thinking

Critical and systems thinking are foundational to this role. You are expected to:

• Frame ambiguous business questions as testable problems, challenge assumptions, and test the quality and source of data before drawing conclusions.
• See HR, payroll, finance and business systems as one connected ecosystem, and design data models, governance and automation that hold up across it.
• Find root causes and patterns rather than treating symptoms, and anticipate the downstream effect of system, process and policy changes.
• Balance speed, accuracy, risk and confidentiality when deciding what to build, automate or retire, and explain the trade-offs clearly to executives.

Qualifications

Required

• Minimum of 8 years of related experience with a Bachelor's degree, or 6 years and a Master's degree, or equivalent experience.
• Experience across multiple HR functions (for example, HR Generalist, Center of Excellence, HR Operations).
• Proficiency in Microsoft Power BI (data modeling and dashboard delivery), working SQL and advanced Excel, with strong analytical skills.
• Proven experience building analytical solutions from scratch across the HR portfolio.
• Ability to translate business problems into data models and insight, with demonstrated critical and systems thinking.
• Experience working with sensitive and confidential data with high integrity.
• Demonstrated ability to communicate effectively with data to executive stakeholders.

Preferred

• Hands-on experience with Oracle Cloud HCM, including Workforce Compensation and reporting tools such as OTBI and BI Publisher; exposure to other HR systems (for example, Workday) is a plus.
• Experience in manufacturing, technology or operations-driven industries.
• Working knowledge of data structures and system integrations, and experience partnering with IT and data engineering teams.
• Experience leading analytics transformation and applying automation or AI to HR processes.
• Experience in a public-company SOX environment, workforce planning or position control with Finance, payroll systems (ADP, Unit4), multi-country privacy regimes (such as PDPA and CCPA), export-control data handling, or Python or R.

What Sets This Role Apart

• Build a function from the ground up. You set the strategy, standards and tools; there are no legacy dashboards to inherit.
• High impact on enterprise decisions. Your insight reaches the CHRO, the CFO and senior leaders.
• A central role in modernizing HR through data, analytics and AI, including a Global HR AI/automation roadmap you shape.
• Real operational data at scale: plants and sites across the US, Singapore and Malaysia on a modern HR platform (Oracle Cloud HCM and Power BI).