People Analytics Enablement Leader

General Motors LLC; Michigan; Hybrid; USD 179,000 - 273,000; Full time

Benefits offered by this job

Health benefits

GM employee discounts

Retirement plan

Job summary

General Motors LLC seeks a Leader of People Analytics Enablement to drive the semantic, governance, data, and adoption foundations that deliver trusted workforce insights at scale. You will partner with PA leadership and IT to co-architect the Enablement and BI Strategy, turning strategy into repeatable data products and analytics capabilities that empower HR decisions.

You will lead the PA BI team, shape semantic models, data definitions, and adoption practices, and ensure data quality and

Qualifications

• 12+ years in People Analytics or related analytics fields.
• 5+ years leading analytics, enablement, data, or BI teams.
• Proven track record scaling governed analytics in complex enterprises.
• Strong understanding of HR lifecycle, journeys, and workforce planning.
• Knowledge of data governance, data quality, and data products.
• Excellent executive communication and change leadership.

Responsibilities

• Co-architect and execute the PA Enablement and BI Strategy with PA Leadership Team and IT.
• Translate strategy into priorities, governed products, semantic foundations, adoption practices, and standards.
• Lead PA BI team for trusted workforce semantics, certified data products, and analytics capabilities.
• Govern KPIs, dimensions, ontology, and versioning to create a trusted source of truth.
• Manage demand, governance, adoption, and semantic enablement.
• Drive analytics adoption with clear narratives and data literacy.
• Translate business definitions into reusable semantic assets for scale.
• Partner with IT and Strategy & Enablement on data governance and handoffs.

Skills

People Analytics leadership

Analytics enablement

BI strategy

Executive communication

Job description

About the Role

We are seeking a Leader of People Analytics (PA) Enablement to lead the team responsible for the semantic, governance, data, and adoption foundations that make workforce insights trusted, scalable, and decision-ready across the enterprise. Reporting to the People Analytics Leader, this role carries high accountability for co-architecting and executing the People Analytics Enablement and BI Strategy in partnership with PA leadership, Strategy & Enablement peers, and IT. People Analytics and IT are co-accountable for BI Strategy & Enablement; this role turns that direction into scalable semantic models, metric definitions, certified data products, advanced analytics enablement, and insight delivery that are pivotal to the broader HR Strategy & Enablement organization’s success.

What You’ll Do

Lead Strategy Execution and Prioritization Co-architect and execute the People Analytics Enablement and BI Strategy with the PA Leadership Team and IT under PA/IT co-accountability, aligning to business priorities, HR transformation, the PA-IT operating model, and the broader HR Strategy & Enablement agenda Translate strategy into priorities, business requirements, governed products, semantic foundations, adoption practices, standards, reusable assets, and measurable outcomes Enable People Analytics as a core tenet of HR Strategy & Enablement by ensuring data, insights, semantic foundations, and analytics enablement are embedded into how HR strategies are designed, prioritized, deployed, and measured Enable Data, Semantic, and Analytics Foundations Lead the PA BI team accountable for trusted workforce meaning, semantic models, certified data products, BI assets, and advanced analytics capabilities Translate workforce data into PA-ready logic, joins, point-in-time logic, derived attributes, analytical features, and domain validation Enable consultants, analysts, and advanced analytics teams with analysis-ready data models, certified datasets, semantic definitions, and analytical features Govern common business vocabulary, KPIs, dimensions, hierarchies, ontology, certification, and versioning to create a trusted source of truth Manage Demand, Governance, Adoption, and Semantic Enablement Adopt and improve the People Analytics operating model for intake, prioritization, portfolio and capacity management, governance, decision rights, and success measures Move approved PA demand through a disciplined backlog and governance process that balances sponsorship, capacity, decision rights, standards, and readiness Drive adoption so analytics moves from available to used in decisions, supported by clear narratives, embedded guidance, and practical data literacy Enable the semantic layer so agents, workflows, BI tools, and decision processes can leverage common language, trusted workforce data, and consistent metric definitions curated by this team Translate business definitions, journey context, and moments that matter into reusable semantic assets and patterns that scale across BI tools, AI-enabled workflows, and embedded decision processes Strengthen Data Foundations and Partnership Partner with IT, PA, and Strategy & Enablement to strengthen governance, quality, definitions, handoffs, and operating routines across the data pipeline Represent PA ownership for PA Silver prototyping, semantic governance, Gold products, BI model enablement, AI/agent access, ML features, APIs, self-service data foundations, and advanced analytics data model enablement Connect workforce, experience, operational, journey, and organizational data to support lifecycle, journey-level, and enterprise decision-making

What We’re Looking For

Experience 12+ years in People Analytics, HR analytics enablement, enterprise analytics, data product, BI, or analytics platform leadership 5+ years leading teams across analytics, enablement, data, product, semantic modeling, BI, or platform functions Proven success scaling governed analytics with the latest technologies, BI strategy, semantic models, data foundations, and insight delivery in complex enterprise environments Expertise Strong understanding of employee lifecycle, HR journeys, workforce planning, talent strategy, and HR decision-making moments Deep familiarity with analytics operating models, data-as-a-product, semantic governance, BI strategy execution, insight delivery foundations, and platform-enabled analytics Knowledge of data governance, integration, metric certification, data quality, business validation, workforce data models, and consumption-ready data products Skills Enterprise and systems thinking Portfolio, prioritization, and capacity leadership BI strategy execution, semantic enablement, metric governance, and analytics adoption Executive communication, influence, and change leadership Ability to translate complex analytics ecosystems into clear, trusted, usable decision support

Why This Role Matters

This role turns trusted workforce data into real decisions and real actions by translating PA and IT’s BI Strategy & Enablement accountability into governed products, semantic foundations, team execution, and adoption practices that make workforce insights trusted and usable at scale.

Compensation

• The salary range for this role is (Position $178,800 and $273,200 from Pay Transparency Posting Salary Ranges).
• Bonus Potential: An incentive pay program offers payouts based on company performance, job level, and individual performance.
• Benefits: GM offers a variety of health and wellbeing benefit programs. Benefit options include medical, dental, vision, Health Savings Account, Flexible Spending Accounts, retirement savings plan, sickness and accident benefits, life insurance, paid vacation & holidays, tuition assistance programs, employee assistance program, GM vehicle discounts and more.

Benefits Overview

From day one, we’re looking out for your well-being–at work and at home–so you can focus on realizing your ambitions. Learn how GM supports a rewarding career that rewards you personally by visiting Total Rewards resources.

Non-Discrimination and Equal Employment Opportunities (U.S.)

General Motors is committed to being a workplace that is not only free of unlawful discrimination, but one that genuinely fosters inclusion and belonging. We strongly believe that providing an inclusive workplace creates an environment in which our employees can thrive and develop better products for our customers. All employment decisions are made on a non-discriminatory basis without regard to sex, race, color, national origin, citizenship status, religion, age, disability, pregnancy or maternity status, sexual orientation, gender identity, status as a veteran or protected veteran, or any other similarly protected status in accordance with federal, state and local laws.

About GM

Our vision is a world with Zero Crashes, Zero Emissions and Zero Congestion and we embrace the responsibility to lead the change that will make our world better, safer and more equitable for all.

Why Join Us

We believe we all must make a choice every day – individually and collectively – to drive meaningful change through our words, our deeds and our culture. Every day, we want every employee to feel they belong to one General Motors team.

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