Workforce Data & Analytics Senior Manager

Position Summary

Our Human Capital practice is at the forefront of transforming the nature of work. As converging forces reshape industries, our team uniquely addresses the complexities of work, workforce, and workplace dynamics. We leverage sector-specific insights and cross-domain perspectives to help organizations tackle their most challenging workforce issues and align talent strategies with their strategic visions. Our practice is renowned for making work better for humans and humans better at work. Be part of this exciting era of change and join us on this transformative journey.

Recruiting for this role ends on 12/19/2025.

Work you'll do

As a Workforce Data & Analytics Senior Manager, you will manage a team of analytics professionals, engaging with clients to advance their data and people analytics capabilities across strategy, people, process, data and technology and to help them to deliver business-driven, actionable people insights across work, workforce and workplace topics (e.g., operations, attrition, mobility, future of work, talent acquisition, compensation, performance management, etc).

You'll lead a global team with various levels of experience, helping organizations navigate the future with confidence and embrace decision-making with clear, data-driven insights. Your responsibilities will include:

Project Leadership and Delivery

• Manage delivery of people analytics projects for Deloitte clients, ensuring alignment with client objectives and timeline, and managing timelines, resources and budgets.
• Co-lead project planning, resource allocation, and risk and issue management.
• Ensure quality control and adherence to best practices in analytics methodologies and data management.
• Ensure compliance with data privacy regulations and internal policies regarding the handling of sensitive employee data.
• Proactively identify and mitigate project risks related to data quality, security, and delivery.

• Manage, mentor, and develop analytics professionals, fostering a culture of continuous learning and high performance.
• Conduct regular performance reviews, provide feedback, and identify training needs.
• Facilitate collaboration between offshore and onshore teams to ensure seamless project execution.
• Participate in the resource management and staff deployment process

• Serve as a primary offshore point of contact for clients, understanding their business needs and translating them into analytics solutions.
• Present findings, insights, and recommendations to client stakeholders in a clear and compelling manner.
• Identify new data- & analytics-based business opportunities and lead client sales pursuits
• Lead and support business development activities, including proposal development and client presentations.

• Define top client business questions and challenges by conducting client interviews, synthesizing findings, and identifying key themes coming out of discovery work
• Direct the development of a client's people analytics vision, strategy, operating model and roadmap for igniting and scaling People Analytics
• Stay updated on the latest trends, tools, and technologies in people analytics, HR technology and generative AI
• Develop and prioritize analytics use cases and user stories for clients

• Architect the end-to-end data lifecycle, including developing modern data architectures, engineering robust data pipelines, and designing and building data products that support analytics and AI use cases.
• Lead the development of analytics solutions -- cleansing and wrangling structured and unstructured data, designing and building analytics and models, extracting insights and findings, visualizing outputs, and communicating outcomes
• Manage the design, build, test and deployment of people analytics dashboards, data visualizations and predictive models within Human Capital Management (HCM), People Analytics or enterprise BI platforms
• Leverage quantitative and qualitative data and analytics methods to analyze client data across HR and People Analytics focus areas
• Develop data visualizations that highlight key insights to help clients make informed business decisions related to human capital issues
• Integrate AI and machine learning techniques to enhance HR tools and processes, providing advanced analytics and insights. Train and mentor team members on the use of AI tools and techniques in People Analytics
• Oversee the development of data quality improvement recommendations and data quality remediations

• Bachelor's degree in Computer Science, Engineering, or a related field
• 8+ years of hands-on experience in Management Consulting or closely related experience in a consultative analytics role
• 8+ years of experience managing teams of 15+ professionals
• 8+ years of experience in leading executing data engineering (profiling, cleansing, normalization, manipulation) tasks and data analysis leveraging relevant tools (e.g., SQL, R, & Python)
• 8 + years of experience with Data Warehouses and Data Lakes (e.g., AWS, Azure, Databricks, Snowflake)
• 8 + years of experience developing reporting and dashboarding in Business Intelligence Tools or People Analytics platforms (e.g., Tableau, PowerBI, Qlik, Visier, OneModel or similar)
• Ability to travel 25-50%, on average, based on the work you do and the clients and industries/sectors you serve
• Limited immigration sponsorship may be available

• Master's degree in Computer Science, Engineering, or a related field
• Led or overseen at least two initiatives or projects where AI or machine learning methods were designed or implemented to solve people analytics or workforce-related challenges
• Facilitated at least three meetings, presentations, or workshops with cross-functional and/or global teams, leading stakeholder discussions or decision-making on complex topics
• Managed at least two data or technology-driven projects through the full project lifecycle (initiation through closure), overseeing budgets, timelines, deliverables, and stakeholder engagement
• Has directly presented or delivered insights from technical projects to HR leadership or executive audiences at least twice, resulting in a defined business action, strategy, or policy adjustment
• Has mapped, designed, or evaluated people analytics data and technology workflows (including data sourcing, transformation, and visualization) for at least one organization or major initiative
• Applied analytic and data visualization skills to support at least 3 projects, using tools such as Tableau, PowerBI, or other visualization platforms to drive decision-making