Director, Workforce Strategy and Analytics

Position Summary

The Director, People Strategy & Analytics serves as a strategic individual contributor responsible for workforce analytics, organizational insights, workforce planning, and HR operational support initiatives.

This role partners closely with HR leadership, Finance, Talent Acquisition, Compensation, and business leaders to deliver actionable workforce intelligence and support strategic organizational decisions across a complex operational environment.

The ideal candidate combines strong analytical capability with business acumen, executive communication skills, operational execution, and the ability to lead cross-functional initiatives in a highly collaborative environment. This role does not have direct reports but requires significant influence across stakeholders and leadership teams.

Key Responsibilities

• Partner with HR and business leadership to develop data-driven workforce strategies aligned with organizational priorities and operational goals.
• Lead workforce reporting and analytics initiatives including headcount reporting, turnover analysis, compensation trends, labor cost insights, hiring metrics, and organizational health reporting.
• Build executive dashboards, presentations, workforce reporting solutions, and organizational updates using tools such as Power BI, Workday, Excel, and other business intelligence platforms.
• Deliver strategic workforce insights and recommendations to support organizational planning, restructuring initiatives, budgeting, and operational decision making.
• Support workforce planning efforts through workforce analysis, organizational insights, labor forecasting support, and operational reporting.
• Collaborate cross-functionally with HR, Finance, Payroll, Talent Acquisition, and business leaders to improve reporting accuracy, operational processes, and workforce visibility.
• Partner with the CHRO, HR leadership team, and HR COE partners to support execution, coordination, and tracking of enterprise HR processes and programs including performance management, merit planning, organizational reviews, talent initiatives, and workforce-related projects.
• Support HR leadership operating rhythms through preparation of executive workforce updates, organizational review materials, workforce reporting, strategic meeting coordination, and follow-up tracking.
• Coordinate and support internal HR reviews, leadership meetings, staff meeting updates, workforce reporting discussions, and organizational planning activities as needed.
• Support workforce governance activities including headcount tracking, workforce planning alignment, organizational review preparation, and talent process coordination.
• Provide visibility into workforce trends, organizational priorities, and HR operational initiatives through executive-ready reporting, dashboards, presentations, and cross-functional coordination.
• Partner with HR leadership to support annual HR operational cycles including performance management, merit planning, workforce planning, talent reviews, and organizational effectiveness initiatives.
• Identify opportunities to streamline manual reporting processes and improve operational efficiency through automation, process optimization, and enhanced reporting visibility.
• Support enterprise HR projects and operational initiatives involving workforce systems, reporting enhancements, organizational effectiveness, and cross-functional coordination.
• Translate complex workforce data into executive-level summaries and actionable recommendations for senior leadership.
• Develop standardized workforce metrics and reporting frameworks to improve organizational visibility and decision-making consistency.
• Serve as a strategic thought partner to HR leadership on workforce trends, talent risks, organizational challenges, and process improvement opportunities.

Minimum Qualifications

• Bachelor's degree in Human Resources, Business, Analytics, Finance, Organizational Development, or related field.
• 10+ years of progressive experience in HR analytics, compensation, workforce planning, HR operations, strategic HR project leadership, or related functions preferred.
• Strong experience developing executive-level workforce reporting, dashboards, and analytics.
• Proficiency in Excel and experience with business intelligence or reporting tools such as Power BI, Tableau, Workday reporting, or similar platforms.
• Demonstrated ability to manage complex cross-functional projects and influence stakeholders without direct authority.
• Strong analytical, organizational, and problem-solving capabilities.
• Excellent written and verbal communication skills with the ability to present information clearly to executive audiences.
• Ability to operate effectively in a fast-paced, matrixed organization with shifting priorities.

Preferred Qualifications

• Experience supporting workforce planning, compensation analysis, organizational restructuring, or HR operational initiatives.
• Experience within manufacturing, defense, transportation, healthcare, technology, or other operationally complex industries.
• Experience improving or automating HR reporting processes and workforce analytics capabilities.
• Strong project management background with ability to balance strategic and operational responsibilities.
• Familiarity with HRIS systems, workforce data governance, and enterprise reporting structures.
• Experience partnering with Finance and HR leadership on headcount planning, labor cost analysis, and annual HR processes preferred.

This job description is not intended to be an exhaustive list of all duties, responsibilities, or requirements. Responsibilities may evolve over time in response to business needs.

Cubic Pay Range:

The Cubic pay range for this job level is a general guideline only and not a guarantee of compensation or salary. Additional factors considered in extending an offer include (but are not limited to) responsibilities of the job, education, experience, knowledge, skills, and abilities, as well as internal equity, alignment with market data, applicable bargaining agreement (if any), or other law.

We are committed to creating an inclusive workplace and welcome applications from people of all backgrounds. We do not discriminate based on any protected characteristic under applicable law.