Senior Manager - Data - Transformation- And Analytics

HCA Healthcare - India; Hyderabad; Sur place; INR 4 000 000 - 7 000 000; Plein temps

Résumé du poste

HCA Healthcare - India seeks a Senior Manager of HR Transformation & Analytics to lead a portfolio spanning HR transformation, data & analytics, and advanced analytics. You will partner with the VP of HR Transformation & Analytics to translate priorities into integrated digital products, analytics outcomes, and decision-support capabilities.

The role emphasizes governance, delivery discipline, stakeholder alignment, and measurable value creation while guiding managers and cross-functional teams

Qualifications

• Bachelor's degree in a related field or equivalent experience.
• 12+ years of experience across HR transformation, analytics, and digital product delivery.
• 5+ years leading managers and multidisciplinary teams across transformation, analytics, data science, and HR operations.
• Experience building portfolio roadmaps, governance, and executive reporting.

Responsabilités

• Lead HR Transformation, Data & Analytics, and Advanced Analytics teams to deliver insight-driven HR products.
• Define portfolio priorities, roadmaps, and value realization for HR initiatives.
• Partner with technology, change management, and business leaders to scale AI-enabled HR capabilities.

Connaissances

Portfolio leadership

Team leadership

Executive communication

Product mindset

HR analytics

Stakeholder mgmt

Governance & metrics

Data governance

Formation

Bachelor's degree

12+ years experience

People leadership

Portfolio management

HR data analytics

Cross-functional

Outils

ERP systems

Power BI

Tableau

Qlik

SQL

Snowflake

Databricks

Azure

AWS

Google Cloud

Description du poste

Job Description:

General Position Information

Reports directly to (Title): AVP

Matrix reports to (Title): VP of HR Transformation & Analytics

Direct Reports: Manager of HR Transformation & Innovation; Manager of Data & Analytics; Manager of Advanced Analytics and Data Science; additional team members or contractors as assigned

Created / Last Revised: -

Job Code: 2390

Position Summary

The Senior Manager of HR Transformation & Analytics provides portfolio leadership across HR Transformation, Data & Analytics, and Advanced Analytics and Data Science. This role partners with the VP of HR Transformation & Analytics to translate enterprise HR priorities into an integrated portfolio of transformation initiatives, digital products, analytics products, intelligent workflows, and advanced analytics capabilities that improve business outcomes.

The Senior Manager oversees the managers responsible for HR Transformation & Innovation Partners, Data & Analytics, and Advanced Analytics and Data Science. The role ensures work is prioritized against the highest-value business problems, that products deliver insight and action rather than only data, and that teams operate with strong governance, delivery discipline, stakeholder alignment, and measurable value creation.

Success in this role requires strategic portfolio management, HR business acumen, analytics fluency, product and transformation leadership, executive communication, and the ability to lead managers and cross-functional teams through ambiguity while building scalable, AI-ready HR capabilities.

Portfolio Strategy & Executive Alignment

• Partner with the VP of HR Transformation & Analytics to define portfolio priorities, operating model direction, investment tradeoffs, roadmap sequencing, and value expectations across HR transformation and analytics work.
• Provide portfolio oversight across HR Transformation, Data & Analytics, and Advanced Analytics/Data Science to ensure work is connected, non-duplicative, and aligned to enterprise HR goals.
• Translate HRG and enterprise HR needs into a prioritized set of digital products, analytics products, workflow improvements, insights, models, and decision-support capabilities.
• Prepare portfolio updates, executive readouts, decision materials, roadmap summaries, and value realization narratives for senior HR and business leadership.

Transformation, Digital Product & Intelligent Workflow Leadership

• Guide the HR Transformation & Innovation Partners team in designing transformative digital products, intelligent workflows, AI-enabled tools, and process improvements that reduce administrative burden and improve employee, manager, and HR partner experiences.
• Ensure transformation opportunities are evaluated through a clear business-value lens, including time saved, cycle-time reduction, quality improvement, adoption, risk reduction, and capacity created for higher-value HR work.
• Establish standards for intake, discovery, business case development, user experience, workflow design, adoption planning, and post-launch value tracking.
• Partner with technology, HR operations, change management, data, and product stakeholders to move initiatives from concept to sustainable delivery.

Data, Analytics & Insights Product Leadership

• Guide the Data & Analytics team in building trusted reporting, dashboards, scorecards, self-service analytics, and insight products that answer business questions and enable better HR decisions.
• Shift analytics delivery from data production to insight generation by requiring clear business questions, actionable recommendations, stakeholder adoption, and measurable decision impact.
• Oversee analytics product roadmaps, metric governance, data quality escalation, dashboard rationalization, reporting standards, and stakeholder engagement routines.
• Ensure HR leaders receive clear insight into workforce trends, operational performance, transformation progress, employee experience, and business risk.

Advanced Analytics, Data Science & Model Management

• Provide portfolio oversight for advanced analytics and data science work, including business insight generation, hypothesis testing, model development, ML engineering/Ops, model monitoring, and model lifecycle management.
• Ensure advanced analytics use cases are aligned to practical HR business problems and have defined value hypotheses, adoption pathways, ethical considerations, and operational owners.
• Partner with the Manager of Advanced Analytics and Data Science and appropriate data science leadership to ensure model priorities, product vision, technical direction, and operating practices are aligned.
• Promote responsible use of AI, machine learning, and predictive insights through appropriate governance, documentation, validation, explainability, privacy, and risk controls.

Operating Model, Governance & Value Realization

• Establish portfolio governance routines for intake, prioritization, resource planning, dependency management, risk review, executive escalation, and delivery performance.
• Define and track portfolio-level measures of value, including adoption, productivity improvement, cycle-time reduction, experience improvement, manual-work reduction, decision impact, and business outcome movement.
• Create consistent standards for product charters, business cases, roadmaps, requirements, analytics definitions, delivery plans, release readiness, and value realization reporting.
• Ensure data, analytics, AI, and transformation products comply with internal policies, confidentiality expectations, documentation requirements, and applicable governance standards.

People Leadership & Cross-Functional Partnership

• Lead, coach, and develop the managers responsible for HR Transformation & Innovation Partners, Data & Analytics, and Advanced Analytics/Data Science, ensuring each team has clear priorities, accountability, and delivery expectations.
• Build a high-performing, collaborative operating rhythm across transformation, analytics, data science, HR operations, HRG partners, technology, and enterprise stakeholders.
• Resolve cross-team ambiguity, clarify ownership, remove delivery blockers, and create shared accountability for outcomes across the portfolio.
• Model a product, insight, and continuous-improvement mindset that prioritizes value creation, measurable outcomes, responsible AI adoption, and scalable delivery.

Education & Experience

• Bachelor's degree in Human Resources, Business, Analytics, Data Science, Information Systems, Computer Science, Industrial/Organizational Psychology, or a related field; equivalent experience may be considered.
• Typically 12+ years of experience across HR transformation, HR technology, analytics, data products, business intelligence, advanced analytics, data science, digital product delivery, consulting, shared services, or a related environment.
• 5+ years of experience leading managers, multi-disciplinary teams, or complex portfolios across transformation, analytics, product, data, technology, or HR operations.
• Experience overseeing portfolio-level roadmaps, prioritization, governance, stakeholder engagement, executive reporting, and value realization.
• Experience leading teams that convert HR data and business questions into actionable insights, decision-support products, digital products, automation opportunities, or advanced analytics solutions.
• Experience partnering with HR, technology, data, operations, finance, compliance, and business stakeholders in a matrixed environment.

Must Have Skills

• Strong portfolio leadership skills with the ability to connect strategy, transformation priorities, analytics products, advanced analytics use cases, delivery execution, and measurable value creation.
• Demonstrated ability to lead managers and multi-disciplinary teams across transformation, data and analytics, product delivery, and advanced analytics/data science domains.
• Strong executive communication skills, including the ability to synthesize complex transformation, analytics, AI, and data science topics into clear decisions, tradeoffs, risks, and recommendations.
• Product and insight orientation, with the ability to ensure teams build capabilities that drive decisions and outcomes rather than producing disconnected reports or data extracts.
• Working knowledge of HR processes, HR data, analytics lifecycle, dashboarding, data governance, AI/ML concepts, model management, and digital workflow improvement.
• Strong stakeholder management skills, including the ability to align with the VP of HR Transformation & Analytics and influence HRG, technology, operations, analytics, and executive partners.
• Ability to establish governance routines, operating rhythms, prioritization methods, success metrics, and accountability mechanisms across multiple workstreams.
• Strong judgment in handling confidential HR data, workforce information, AI-enabled insights, and sensitive business decisions.

Nice To Have Skills

• Master's degree in Business, Human Resources, Analytics, Data Science, Information Systems, Healthcare Administration, or a related discipline.
• Experience in healthcare, enterprise HR, HR shared services, global capability center operations, or another highly regulated environment.
• Experience with ERP, HCM, or HR technology implementations such as Workday, Oracle, SAP SuccessFactors, PeopleSoft, ServiceNow, or comparable platforms.
• Experience with BI and analytics platforms such as Power BI, Tableau, Qlik, SQL, Snowflake, Databricks, Azure, AWS, Google Cloud, or similar tools.
• Exposure to ML engineering/Ops, model governance, responsible AI, predictive analytics, experimentation, or advanced analytics operating models.
• Experience with Agile, product management, Lean, Six Sigma, design thinking, change management, or portfolio management methodologies.
• Relevant certifications such as PMP, Agile/Scrum, Lean Six Sigma, Prosci, product management, cloud/data certifications, or analytics/data science credentials.

Licenses, Certifications & Training

• No required licenses or certifications.
• Preferred certifications may include PMP, Agile/Scrum, Lean Six Sigma, Prosci, product management, cloud/data certifications, or analytics/data science credentials.

Knowledge, Skills, Abilities, Behaviors

• Demonstrates executive presence, business acumen, and sound judgment when advising on portfolio priorities, investment tradeoffs, and transformation decisions.
• Creates clarity from ambiguity by translating broad HR priorities into structured roadmaps, measurable outcomes, and accountable delivery plans.
• Builds trust with senior leaders, HRG partners, technology teams, data teams, and cross-functional stakeholders through clear communication and disciplined follow-through.
• Leads through managers by coaching, prioritizing, delegating, removing barriers, and building capability across teams.
• Uses a value-creation mindset, ensuring data, analytics, digital products, AI tools, and models are tied to business decisions, operational improvement, and HR outcomes.
• Promotes responsible AI, data privacy, ethical analytics, documentation discipline, and appropriate governance when working with workforce data and AI-enabled products.
• Adapts to changing priorities while maintaining portfolio discipline, stakeholder alignment, and delivery accountability.
• Models continuous improvement, product thinking, customer focus, and innovation while maintaining operational rigor and risk awareness.

Requirements: