Sr. Manager, People Analytics

levistraussandco; Bengaluru; On-site; INR 4,000,000 - 7,000,000; Full time

Job summary

Levi Strauss & Co. is building a People Analytics function in India that serves as a global lead. The role focuses on moving from reporting to insight generation and embedding AI-enabled capabilities across HR and business partners worldwide.

You will set strategy, manage a growing team, and be hands-on in delivering solutions, including GenAI and automation, to drive real answers, not just data.

Qualifications

• Experience building people analytics capability and setting strategy.
• Ability to influence across regions and time zones.
• Familiarity with data governance and HR data privacy.

Responsibilities

• Define and evolve a people analytics vision and roadmap from reporting-led to predictive.
• Translate HR and business priorities into a realistic analytics plan.
• Build understanding of business drivers and link workforce data to outcomes.
• Pilot GenAI tools for self-service insights and narrative reporting.
• Introduce predictive analytics as data foundations mature.
• Build AI/data literacy across HR and ensure ethical AI use.

Job description

At Levi Strauss & Co., we believe great people power great brands. We're building our People Analytics function from the ground up. Today, it's focused on reporting and dashboards, and we're looking for someone who wants to lead its next chapter: making it a modern, AI-enabled function that gives HR and business leaders real answers, not just data.

This role is for someone who has built people analytics capability before, not just operated within a function that was already mature. You'll set the strategy, manage a growing team, and be hands‑on enough to build the first wave of solutions yourself, including bringing GenAI and automation into a function that isn't leveraging it yet.

This role is based in India but serves as a global function lead. You'll partner with HR and business stakeholders across regions and time zones, so comfort working asynchronously and building trust with teams you don't see in person, is part of the job.

What You'll Do

Lead with Strategy

Define and evolve a people analytics vision and roadmap appropriate to our current stage, moving deliberately from reporting-led to insight-led, and eventually to predictive.

Translate business and HR priorities into a realistic, sequenced analytics roadmap.

Build a fast, credible understanding of the business, its key drivers, and how workforce data connects to performance outcomes.

Define and evolve workforce metrics and KPIs that matter across a global enterprise.

Lead AI-Powered Innovation

Bring people analytics into the AI era - identify and pilot GenAI tools for self‑service insights, natural‑language querying, and automated narrative reporting, so leaders can get answers without waiting on a dashboard request.

As data foundations mature, introduce predictive analytics sequenced realistically, not promised on day one.

Create and implement a plan to build AI and data literacy across HR, helping practitioners get comfortable using AI-assisted tools rather than depending entirely on the analytics team.

Champion responsible and ethical use of AI in people decisions (bias awareness, transparency, and human oversight), distinct from, and in addition to, general data privacy compliance.

Stay current on the evolving AI and data regulatory landscape across the regions we operate in, and flag emerging requirements to leadership early - partnering with Legal, Privacy, or other relevant functions as those partnerships formalize.

Drive Technology and Continuous Improvement

Shape and evolve the people analytics technology ecosystem, enabling scalable, efficient, and automated solutions.

Partner with IT/Digital teams to align People Analytics needs with enterprise approach, especially on AI‑enabled platforms and capabilities within Workday and adjacent tools.

Continuously enhance reporting and analytics capabilities.

Partner with HR, Finance, and IT to implement controls and processes that maintain data integrity across systems.

Monitor and enhance analytics solutions to meet changing business needs.

Build and Tell Data Stories (Hands‑On)

Evaluate existing dashboards for improvements and personally design and build dashboards, reports, and visualizations across multiple data sources, primarily using Power BI and Python/R. This is a hands‑on role, especially in Year One.

Define analytical approaches for complex employee and organizational questions.

Turn complex data into clear, compelling narratives that drive leadership action.

Create intuitive, scalable dashboards for audiences ranging from HRBPs to executive leadership.

Own People Data Management at Scale

Lead people data management in a global environment powered by Workday, recognizing that clean, governed data is the prerequisite for everything above it, including AI and predictive work.

Establish data governance, standardized processes, and cross‑system alignment where they don't yet exist.

Oversee collection, transformation, and maintenance of large, complex datasets from multiple sources.

Ensure data practices meet privacy, compliance, and risk standards.

Lead and Develop the Team

Manage and coach a Senior Analyst‑People Analytics, with the expectation of growing the team as the function's scope and maturity expand.

Model both strategic thinking and hands‑on execution for the team, as it scales.

Help the team build the skills to move from reporting toward insight generation and, eventually, predictive work.

Enable a Data‑Driven Organization

Lay the groundwork for a future People Analytics Center of Excellence, starting with the practical basics (governance, self‑service, trusted metrics) rather than assuming one already exists.

Help HR and business leaders become confident, comfortable users of data and AI‑assisted tools.

Operationalize insights so analytics translate into real decisions, not just reports.

Collaborate and Influence

Manage relationships across HR and the business, including global stakeholders in different regions and time zones, to understand evolving needs and set realistic ex