People Data & Analytics Manager

Richemont (Cartier/Van Cleef); New York (NY); On-site; USD 120,000 - 180,000; Full time

Job summary

Cartier North America in New York, NY is seeking a People Data & Analytics Manager to advance our workforce data strategy. You will partner with HR, Finance, Retail, and cross-functional teams to translate data into actionable insights that inform workforce decisions and business outcomes.

Responsibilities include leading analyses on headcount, turnover, and performance, connecting people data with commercial metrics, and developing executive dashboards using Power BI, Looker, and Visier.

Qualifications

• Strong analytical capabilities with the ability to turn data into actionable insights for HR leadership.

Responsibilities

• Lead end-to-end analysis of key workforce topics including headcount, turnover, retention, recruiting, organizational structure, performance, talent, employee engagement, and workforce productivity.
• Translate business questions and hypotheses into structured analytical approaches, identifying data, performing analyses, and delivering recommendations.
• Identify trends, risks, and opportunities within workforce data and surface insights to HR and business leaders.

Skills

Data storytelling

Stakeholder management

Analytical thinking

HR analytics

Workforce analytics

Tools

Power BI

Looker

Visier

Workday

Excel

Job description

The story of Cartier is founded on audacity and passion. For more than 170 years we have embraced a bold, pioneering spirit that continues to inspire our teams across all Métiers from our boutiques to our workshops and corporate offices. Our 9000+ colleagues of 105 nationalities are united by a shared independent spirit and commitment to excellence, striving to continuously enrich our Maison's heritage by pushing the boundaries of creativity.

At Richemont Americas, we aspire to reflect the ever-changing world around us. We are proud to employ talent from many different backgrounds, experiences, and identities to build a continually evolving, inclusive community where the diversity of our colleagues and clients is rich and celebrated. We believe when inclusion is fully embraced and empowered, creativity and knowledge emerge to deliver excellence, advancing the community that is uniquely Richemont Americas.

People Data & Analytics Manager

Cartier North America | New York, NY

Reports to: Director, People Data & Analytics

Role Overview

The People Data & Analytics Manager plays a key role in advancing Cartier North America's People Data & Analytics strategy and strengthening how data is used to inform workforce and business decisions. Reporting to the Director, People Data & Analytics, this role will partner closely with HR Business Partners, Talent Acquisition, Learning & Development, Finance, Retail, Commercial, and other cross-functional stakeholders to translate workforce data into meaningful insights and actionable recommendations. The Manager will own and support analytics initiatives spanning workforce planning, organizational effectiveness, talent, retention, employee engagement, recruiting, and retail performance. A critical component of the role will be connecting people data with commercial and operational metrics to deepen our understanding of the relationship between talent, organizational health, client engagement, and business performance. This role requires a combination of strong analytical capabilities, business acumen, stakeholder management, and data storytelling. The successful candidate will move beyond reporting what happened to help the organization understand why it happened, what it means, and what actions should follow.

Responsibilities

• Lead end-to-end analysis of key workforce topics including headcount, turnover, retention, recruiting, organizational structure, performance, talent, employee engagement, and workforce productivity.
• Translate business questions and hypotheses into structured analytical approaches, identifying relevant data, conducting analysis, and developing actionable recommendations.
• Identify trends, risks, and opportunities within workforce data and proactively surface insights to HR and business leaders.
• Develop analyses that connect people metrics with commercial, client, and operational performance to better understand the drivers of boutique and organizational performance.
• Conduct deeper diagnostic and predictive analyses to help answer strategic questions such as drivers of turnover, indicators of successful hires, workforce productivity, organizational effectiveness, and talent development.
• Support workforce planning and organizational design through analysis of staffing levels, workforce composition, spans and layers, vacancies, productivity, and other organizational health indicators.
• Explore opportunities to introduce predictive analytics, statistical modeling, and AI-enabled approaches into People Analytics.
• Own the development and ongoing enhancement of executive dashboards, scorecards, and reporting solutions using Power BI, Looker, Visier, Workday, Excel, and other analytics platforms.
• Develop clear KPI frameworks that enable leadership to monitor workforce health, identify emerging trends, and evaluate progress against strategic priorities.
• Transform complex datasets into intuitive visualizations and compelling narratives appropriate for HR leadership, business leaders, and executive audiences.
• Continuously improve and automate recurring reporting processes to increase efficiency, scalability, and accessibility of workforce insights.
• Partner with the Director, People Data & Analytics to evolve the People Analytics reporting roadmap and identify opportunities for new analytics capabilities.
• Serve as a trusted analytics partner to HR Business Partners and Centers of Excellence, helping stakeholders define business questions and determine the appropriate analytical approach.
• Partner with stakeholders across HR, Finance, Retail Operations, Commercial, and other functions to integrate workforce and business perspectives.
• Present findings and recommendations to HR and business leaders, translating technical analysis into clear business implications and potential actions.
• Build strong relationships across local, regional, and global teams to align r