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- Enterprise HR Analytics & AI Leadership:
- Serve as the single accountable leader for all data analytics and AI initiatives across every HR function -- including talent acquisition, performance management, compensation, learning & development, DEI&B, workforce planning, and employee experience. Define and drive the enterprise people analytics roadmap, evolving capabilities from descriptive reporting to diagnostic, predictive, and prescriptive analytics. Translate workforce data into executive-ready insights that inform HR strategy and organizational health decisions.
- AI & Advanced Analytics Development:
- Lead the identification, evaluation, and responsible deployment of AI and machine learning models in HR -- including predictive attrition modeling, skills gap analysis, workforce planning forecasting, and generative AI tools. Ensure model transparency, fairness, and compliance with HIPAA and applicable regulations.
- Unified HR Data Platform & Integrated Reporting:
- Serve as the functional owner of the HR analytics data infrastructure (including the Enterprise Data Platform, HRIS integrations, and BI tools). Lead the consolidation of all disparate HR data sources -- spanning HRIS, ATS, LMS, payroll, performance, engagement, and workforce planning systems -- into a single, comprehensive reporting framework. Design and deliver a standardized suite of HR reports and dashboards for business consumption at the executive, manager, and operational levels, ensuring consistent definitions, trusted data, and self-service access across the organization. Establish and enforce data governance, quality standards, and access policies in partnership with IT and Data Governance.
- Workforce & Organizational Analytics:
- Deliver insights on workforce planning, succession risk, skills inventory, employee lifetime value, and wellbeing analytics. Support value-based care program analytics, quality payment models, and sponsor/pharmacy reporting. Partner with Finance, Medical Management, and Clinical Operations on provider and population health workforce analyses.
- Stakeholder Partnership & Business Intelligence Delivery:
- Act as the primary point of contact for HR analytics and AI across the organization. Partner with HR leadership, Finance, Operations, and business unit leaders to understand reporting needs and translate them into a comprehensive, standardized set of reports and insights for business consumption. Champion analytics literacy, embedding data-driven practices into strategic planning and operational execution. Deliver compelling data presentations and narratives to audiences ranging from frontline managers to the executive team.
- Team Development & Analytics Capability Building:
- Recruit, develop, and retain a high-performing HR analytics and AI team. Foster a culture of continuous learning, analytical thinking, and AI fluency. Build skill progressions across the team covering SQL, Python/R, ML fundamentals, prompt engineering, and business communication.
- Other Duties/Functions:
- Performs all other miscellaneous responsibilities and duties as assigned or directed.
#LI-Hybrid
Qualifications
- Bachelor's degree in Data Science, Statistics, Information Systems, Human Resources, Business, or a related analytical field and five years of progressive experience in data analytics, people analytics, or workforce intelligence, with at least three years in a healthcare or insurance environment; or an equivalent combination of education and experience.
- Five years hands-on experience with analytics tools and techniques: SQL, Python or R, BI platforms (Tableau, Power BI, or equivalent), and cloud data platforms.
- Three years building or managing data/analytics teams.
- Demonstrated experience developing or operationalizing predictive or machine learning models in a production environment.
- Experience with HR systems and people data (Workday, SAP SuccessFactors, or equivalent HRIS/HCM platforms).
- Intermediate working knowledge of Microsoft applications, including but not limited to Word, Excel, Outlook, and PowerPoint.
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