People Analytics Enablement Leader

General Motors; United States; Remote; USD 179,000 - 273,000; Full time

Benefits offered by this job

Health benefits

Dental & Vision

HSA/FSA

Retirement plan

GM vehicle discounts

Tuition assistance

Job summary

General Motors seeks a Leader of People Analytics Enablement to drive semantic models, governance, data products, and analytics adoption at scale across the enterprise.

You will co-architect and execute the PA Enablement and BI Strategy with PA leadership and IT, translating strategy into governance, reusable assets, and measurable outcomes to empower HR decisions.

Qualifications

• 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 and data foundations

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 measurable outcomes
• Enable PA as a core tenet of HR Strategy by embedding data, insights, and analytics enablement into HR workstreams

Skills

People analytics leadership

Enterprise analytics

BI strategy

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

Experience

What We’re Looking For

• 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

Compensation: The compensation information is a good faith estimate only. It is based on what a successful applicant might be paid in accordance with applicable state laws. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position, as well as geography of the selected candidate.

• The salary range for this role is (Position $178,800 and $273,200 from Pay Transparency Posting Salary Ranges). The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position.
• Bonus Potential: An incentive pay program offers payouts based on company performance, job level, and individual performance.

Benefits

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.

GM does not provide immigration-related sponsorship for this role. This role is based remotely, but if the selected candidate lives within a specific mile radius of a GM hub, they will be expected to report to the location three times a week {or other frequency dictated by your manager}. The selected candidate will be required to travel <25% for this role. This job is not eligible for relocation benefits. Any relocation costs would be the responsibility of the selected candidate.

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.

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.

Accommodations

General Motors offers opportunities to all job seekers including individuals with disabilities. If you need a reasonable accommodation to assist with your job search or application for employment, email us or call us at 1-800-865-7580. In your email, please include a description of the specific accommodation you are requesting as well as the job title and requisition number of the position for which you are applying.