Workforce Analytics Manager

We are looking for a workforce (people) analytics manager to turn workforce data into decisions — driving end-to-end analysis of complex workforce problems, delivering evidence-based recommendations to senior leaders, owning data governance and quality, building metrics frameworks, and coaching junior analysts. This is a management role that partners with HR and business leaders to define the questions, evaluate talent strategies, identify risks, and guide decisions across the employee lifecycle.

The defining shift for this seat in 2026 is the move up the analytics maturity curve. Advances in data science, machine learning, and generative AI are taking people analytics from scanning a simple HR dashboard to predictive and prescriptive insight. The manager's mandate is to apply AI tools responsibly while ensuring data governance, privacy, and ethical use — building trusted advisory relationships rather than just shipping reports. Good practice still starts from a clear problem statement — which decisions carry the highest cost of being wrong — not from a tool or dashboard template.

The value this person brings is trusted, decision-ready workforce insight — predictive where it helps, governed and ethical throughout — that measurably improves hiring, retention, and organizational health.

We are seeking an analytics leader who connects workforce data to business decisions — someone who frames the right problems, builds metrics frameworks, governs data quality and privacy, and advises senior leaders. They apply AI and predictive methods responsibly and coach a team of analysts.

This profile partners across HR / people leadership, business operations, finance, and executive stakeholders. It suits someone open to a hybrid or remote-first engagement, and to mobilization to the Middle East, Europe, or North America depending on the client. The person we want makes workforce decisions evidence-based.

A strong candidate for this role has led people/workforce analytics — someone who has framed workforce problems, built metrics frameworks and dashboards, advised senior leaders, governed data quality and privacy, and coached analysts. They bring the judgment to apply AI and predictive methods responsibly.

In practice, the responsibilities break down as follows:

• Workforce analysis & advisory: Drive end-to-end analysis of complex workforce problems and deliver evidence-based recommendations to senior leaders.
• Metrics frameworks: Build and maintain people-metrics frameworks and decision-ready dashboards; run benchmarking and external research.
• Data governance & ethics: Ensure data quality, governance, privacy, and ethical/responsible AI use.
• Problem framing: Start from the highest-cost decisions and critical employee groups, not from tools or templates.
• Team coaching: Coach junior analysts and build analytics capability.

We want to see an analytics manager fluent in workforce metrics, data governance, and stakeholder advisory who can frame problems and lead analysts, and who applies AI and predictive methods responsibly. The strongest candidates deliver decision-ready insight, not just dashboards.

Core people analytics

• Workforce metrics design, analysis, and dashboarding; benchmarking.
• Data governance, quality, privacy, and ethical use.
• Stakeholder advisory and evidence-based recommendation.

Analytics performance (KPIs from research)

• Steers hiring effectiveness, retention/attrition, organizational-health, and workforce-cost outcomes — with decision-ready, trusted analytics.

Modern Agentic AI / AIOps (niche areas we are seeking — depth explored at interview)

• Predictive and prescriptive people analytics using ML and generative AI.
• Responsible AI application with governance, privacy, and ethical use.
• Governed model platforms (Amazon Bedrock or equivalent) for workforce-data analysis.

This role is delivered through Solutions Chapter Group's Human Resources chapter (Chapter 12) as a Recruitment Process Outsourcing (RPO) engagement, under our Technical Recruitment stream. Rather than a "post-and-pray" marketplace approach, we use a Curated Professional Recruitment model: candidate profiles are pre-vetted in our internal database, and when a required profile isn't already available, our dedicated Scout network conducts global headhunting to secure it. We screen and match candidates against each client's specific requirements, and placements may be remote or an on-site deployment with mobilization to the Middle East, Europe, or the United States.

From a recruitment-fit perspective, we screen for:

• Strong workforce-analytics and problem-framing ability.
• Data governance, privacy, and ethical judgment.
• Trusted advisory to senior leaders.
• Responsible application of AI and predictive methods.
• Openness to the engagement model (remote or mobilized on-site) and readiness for cross-region deployment.

Areas to explore at interview *(topics only)*

• A workforce problem you analyzed end-to-end
• Building a metrics framework