Director, Workforce Analytics

TIAA

Charlotte (NC)

On-site

USD 150,000 - 185,000

Full time

2 days ago

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Job summary

TIAA is seeking a Director HR Workforce Planning and People Analytics who treats analytics as a driver of decisions and action. This senior partner works with HR Business Managers, HR executives, and business leaders to understand strategy, workforce context, and priorities, and to explain what is happening and what options exist.

The role covers standard reporting and reviews to deep analysis and strategic support.

Qualifications

Five or more years of experience in people analytics, workforce analytics, workforce strategy, business analysis, or human capital consulting.
Seven or more years of experience in people analytics, workforce analytics, workforce strategy, business analysis, or human capital consulting.
Demonstrated ability to build trusted advisory relationships with HR business managers, senior HR executives, and People Team colleagues, with the consultation skills to define the right problem before reaching for data, synthesize complex evidence into clear recommendations, and keep work connected to decisions and outcomes rather than analysis for its own sake.
Strong business acumen with the ability to connect workforce patterns to the operational, financial, and strategic context of a specific client group.
Familiarity with statistical analysis and predictive methods, with the judgment to know when advanced approaches add value.
Proficiency in one or more analytical tools such as Excel, SQL, Python, Snowflake, Workday, Tableau, or Power BI.
Experience applying AI tools to improve analysis and storytelling, with sound judgment about responsible use.
Sound judgment regarding data governance, employee privacy, and the ethical use of workforce information.
Bachelor's degree or equivalent in analytics, data science, business, economics, statistics, or a related field.

Responsibilities

Own the analytics work end to end, from pulling and wrangling data to delivering insight and strategic recommendations to senior leaders.
Cultivate trusted advisory relationships with assigned HR business managers, HR executives, and business leaders, building deep knowledge of their strategy, workforce priorities, and decisions over time.
Help leaders frame the right workforce questions before analysis begins, and deliver insight that goes beyond data to offer a clear 'so what' and 'now what'.
Define success measures before work begins and evaluate whether talent strategies achieve their intended outcomes.
Communicate findings to senior audiences with clarity, confidence, and appropriate challenge.
Apply AI tools thoughtfully to accelerate research, synthesis, and storytelling.
Influence and coordinate across organizational boundaries without formal authority.

Skills

Analytical Skills

Consultative Communication

Data-Driven BI

Data Visualization

Detail-Oriented

Digital Savviness

Influence

Problem Solving

Story Telling

Education

Bachelor's degree

Tools

Excel

SQL

Python

Snowflake

Workday

Tableau

Power BI

Job description

We are looking for a Director HR Workforce Planning and People Analytics who believes the value of analytics is not the analysis itself, but the perspective, decisions, and action it enables.

This senior role serves as a dedicated partner to HR Business Managers, HR executives, and business leaders. Building deep trust and contextual knowledge with them is central to this role. You will develop a deep understanding of their business strategy, workforce context, and priorities, helping them understand what is happening in their workforce, why it matters, what may be coming next, and what choices are available.

Work will range from standard reporting and recurring business reviews to deep, business-specific analysis and strategic decision support. The right candidate is energized by building toward a long-term vision while delivering value in the near term.

We want to be transparent about where we are. We are actively building and maturing our People Analytics capabilities, and this role is central to that journey. In the near term, that means a meaningful amount of hands‑on data wrangling. The right candidate needs to be genuinely comfortable doing that work – pulling, organizing, and analyzing data directly while also being the person in the room discussing and presenting insights to senior leaders. At the same time, a key priority of this role is advancing our capabilities so that less time is spent on data preparation and more on insight and impact. We are looking for someone who is energized by building toward that future, not just operating within the present state.

Key Responsibilities and Duties:

Own the analytics work end to end, from pulling and wrangling data to delivering insight and strategic recommendations to senior leaders.
Cultivate trusted advisory relationships with assigned HR business managers, HR executives, and business leaders, building deep knowledge of their strategy, workforce priorities, and decisions over time.
Help leaders frame the right workforce questions before analysis begins, and deliver insight that goes beyond data to offer a clear "so what" and "now what".
Define success measures before work begins and evaluate whether talent strategies achieve their intended outcomes.
Communicate findings to senior audiences with clarity, confidence, and appropriate challenge.
Apply AI tools thoughtfully to accelerate research, synthesis, and storytelling.
Influence and coordinate across organizational boundaries without formal authority.

What Success Looks Like

HR business managers and senior leaders seek out this role for perspective and partnership, not simply data.

Deliverables reflect the client's specific business context, support their operating cadence, and answer what is happening, why it matters, and what to consider next.

Workforce risks are identified early enough to act, reducing fire‑drill responses.

Business managers view this role as a trusted, proactive partner who reduces their burden rather than adding to it.

Educational Requirements

University (Degree) Preferred

Work Experience

5+ Years Required; 7+ Years Preferred

Physical Requirements

Physical Requirements: Sedentary Work

Career Level

8IC

Qualifications:

Required:

Five or more years of experience in people analytics, workforce analytics, workforce strategy, business analysis, or human capital consulting.

Preferred:

Seven or more years of experience in people analytics, workforce analytics, workforce strategy, business analysis, or human capital consulting.

Demonstrated ability to build trusted advisory relationships with HR business managers, senior HR executives, and People Team colleagues, with the consultation skills to define the right problem before reaching for data, synthesize complex evidence into clear recommendations, and keep work connected to decisions and outcomes rather than analysis for its own sake.

Strong business acumen with the ability to connect workforce patterns to the operational, financial, and strategic context of a specific client group.

Familiarity with statistical analysis and predictive methods, with the judgment to know when advanced approaches add value.

Proficiency in one or more analytical tools such as Excel, SQL, Python, Snowflake, Workday, Tableau, or Power BI.

Experience applying AI tools to improve analysis and storytelling, with sound judgment about responsible use.

Sound judgment regarding data governance, employee privacy, and the ethical use of workforce information.

Bachelor's degree or equivalent in analytics, data science, business, economics, statistics, or a related field.

Related Skills