HR Data & Analytics Manager

Responsibilities

• HR Data & Analytics Strategy & Governance
• Define, prioritize, and govern key HR KPIs aligned with business priorities
• Rationalize existing metrics to focus on high-impact indicators
• Ensure consistency and standardization across HR reporting
• Monitor adoption and effectiveness of analytics solutions and recommend improvements
• Contribute to HR data governance (data quality, compliance, privacy, retention) in collaboration with Data and Tech teams
• Dashboard Design & Insight Enablement (with Tech teams)
• Oversee the design and evolution of HR dashboards for business and HR leaders
• Ensure dashboards are intuitive, actionable, and embedded into decision-making routines
• Shift reporting from static outputs to insight-driven storytelling and analysis
• Drive adoption by supporting stakeholders in understanding and using data effectively
• Advanced Analytics, Benchmarks & Market Intelligence
• Integrate internal HR data with external benchmarks and labor market intelligence
• Develop frameworks to compare workforce trends with market dynamics
• Contribute to strategic HR initiatives such as workforce planning and skills-based organization
• AI & Advanced Analytics Enablement
• Identify and prioritize HR analytics use cases leveraging AI
• Contribute to governance frameworks and operating models for AI usage in HR analytics
• Collaborate with Tech teams to ensure aligned and responsible AI implementation
• HR Data Governance, Roles & Compliance
• Ensure strong HR data governance across the organization (data quality, privacy, access, compliance)
• Ensure alignment with regulatory requirements (e.g., GSR, CSRD)
• Manage the Group HR Data Steward
• Change Management & Data Culture
• Foster a strong data-driven culture within HR and with business stakeholders
• Support HR teams in understanding, trusting, and using data
• Act as a change agent by simplifying access to insights and reducing reliance on ad hoc reporting
• Profile & Qualifications
• Education
• Master's degree in HR, Data Analytics, Business Intelligence, or a related field

Requirements

• 7+ years of experience in HR analytics, reporting strategy, business intelligence, or similar roles
• Strong experience within HRIS environments, particularly Workday
• Proven ability to influence senior stakeholders and lead strategic initiatives
• Technical & Analytical Skills
• Strong understanding of HR KPIs and workforce analytics frameworks
• Expertise in HRIS reporting (Workday required)
• Familiarity with data visualization tools (Power BI, Tableau)
• Experience with benchmarking and external labor market data
• Awareness of GenAI and AI-driven analytics (ability to identify use cases; development not required)
• Soft Skills
• Strong business and strategic acumen
• Curious, proactive, and insight-driven mindset
• Excellent stakeholder management and communication skills
• Collaborative approach across HR and Tech teams
• Ability to operate as a senior individual contributor with enterprise-wide impact
• Wait, there's more...
• We offer you an outstanding and collaborative workplace that embodies our sharing & conviviality culture, the possibility to work remotely (up to 2 days a week), a very complete mutual insurance, an attractive compensation including profit-sharing, the possibility to train daily, employee events...
• Pernod Ricard is committed to offering equal opportunities to all talents. Our recruitment methods focus on skills and compete

Benefits

Additional Information

HR Data & Analytics Manager Job Purpose The HR Data & Analytics Manager is the Group business owner for HR reporting, analytics, and insights, with the mission of transforming People data into a strategic asset for HR leadership and top management. This role owns the HR analytics roadmap and ensures that data, dashboards, and insights are aligned with organizational priorities, embedded in decision-making, and leveraged to anticipate workforce trends. While not responsible for hands-on report development, the role works closely with HRIS, IT, Product Owners, and Tech Architects to prioritize high-value use cases, define standards, and ensure impactful delivery. Beyond reporting, the role proactively explores new analytical perspectives, integrates external benchmarks and market data, and leverages emerging technologies-particularly GenAI and AI-driven analytics-to enable more autonomous, data-informed decision-making across HR. Strategic Impact This role is central to building a data-driven HR organization and positioning people analytics at the core of business decision-making. By structuring HR data, ensuring data quality, rationalizing KPIs, and embedding insights into HR and business routines, the HR Data & Analytics Manager supports the organization in anticipating: Talent needs Skills evolution Organizational shifts A key success factor is driving the transition from descriptive reporting to predictive and proactive insights , enabled by: Automated, user-friendly dashboards AI-powered analytics tools High adoption with minimal complexity

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