Senior People Analytics Manager

JOB DESCRIPTION

The Senior People Analytics Manager is a senior strategic individual contributor role at the core of Barry Callebaut’s HR digital agenda. The role is responsible for the end-to-end implementation, rollout, and organizational anchoring of the HR Data Lake , sourcing data from SuccessFactors and other HR systems to create a scalable, governed, and future-proof people data foundation.

In parallel, the role holds global accountability for contingent workforce reporting , ensuring transparency, consistency, and decision-ready insights across external labour populations, in close partnership with HR, Finance, Procurement, IT, and the business.

This role operates with a global enterprise scope , works closely with senior HR and Finance leaders, and plays a critical role in enabling evidence-based workforce decisions, regulatory compliance, and advanced people analytics.

MAIN RESPONSIBILITIES & SCOPE

1. HR Data Lake – Design, implementation & anchoring

- Own the end-to-end implementation of the HR Data Lake , including:

- Data sourcing from SuccessFactors and other HR-related systems

- Definition of data models, entities, and core people metrics

- Alignment with enterprise data architecture and IT standards

- Act as the global business owner for the HR Data Lake and workforce reporting domain/platform:

- Translate HR, Finance and business requirements into governed, trusted and scalable data and reporting solutions

- Define priorities, milestones, and success criteria in collaboration with IT and external partners

- Lead the rollout and organizational anchoring of the solution:

- Ensure adoption across Global HR, HRBPs, and COEs

- Define standards, best practices, and documentation for sustainable usage

- Own the long-term governance, evolution and business enablement of the HR Data Lake platform, ensuring scalable, consistent and enterprise-grade workforce data and reporting capabilities beyond the initial implementation phase

- Enforce data governance, data quality, and consistency standards for people data:

- Define ownership, validation rules, and escalation mechanisms

- Ensure a “single source of truth” for core people metrics

- Enable downstream analytics and reporting :

- Implement Power BI and future analytics use cases

- Lay the foundation for advanced analytics and workforce planning capabilities

2. External workforce reporting (global accountability)

- Own global reporting for the external workforce , including:

- External workforce populations (e.g. contingent workers, outsource labour)

- Alignment of definitions, metrics, and reporting logic across regions

- Design and maintain standardized global dashboards and datasets for contingent labour:

- In close collaboration with HR, Finance, Procurement, and IT

- Ensure data accuracy, transparency, and comparability , supporting:

- Workforce cost visibility

- Risk management and compliance

- Act as the single point of accountability for contingent workforce reporting topics toward senior stakeholders

- Provide enterprise-wide visibility and governance across contingent workforce populations, enabling workforce cost transparency, workforce planning, compliance, and risk management

3. Stakeholder partnership & change enablement

- Partner closely with:

- Global HR leadership and HRBPs

- Finance and FP&A

- IT and Data & Analytics teams

- Transformation and digital initiatives

- Translate complex data topics into clear, decision-ready insights for senior leaders.

- Act as a change agent , supporting HR’s transition toward a more data-driven and digitally enabled operating model.

Scope:

- Enterprise-wide / global scope

- Covers all regions, functions, and business units

- Interfaces with multiple HR systems and enterprise data platforms

- High visibility and impact across HR and Finance leadership

EDUCATION, LANGUAGE, SKILLS & QUALIFICATIONS

- Master’s degree in human resources, business analytics, data science, finance, or a related field

- Fluent in English – verbal and written

ESSENTIAL EXPERIENCE & KNOWLEDGE / TECHNICAL OR FUNCTIONAL COMPETENCIES

- 10+ years of experience in people analytics, HR systems, data & analytics, or workforce reporting in a global organization

- Proven experience in:

Implementing or significantly contributing to enterprise data platforms (e.g. Data Lake, data hubs, analytics platforms)

- Working with SuccessFactors and HR data models

- Strong understanding of:

HR data structures, processes, and end-to-end data flows

- Data governance, data quality, and master data management concepts

- Advanced experience with:

Power BI and analytical reporting tools

- Excel and data modelling

- Demonstrated ability to:

- Lead complex initiatives without direct people management

- Manage multiple stakeholders with competing priorities

- Move from strategy to hands-on execution

LEADERSHIP COMPETENCIES & PERSONAL STYLE

- Acts as a trusted senior partner to HR and Finance leadership

- Strong ownership mindset with end‑to‑end accountability

- Structured, rigorous, and comfortable working with complexity

- Pragmatic change agent: combines strategic thinking with hands-on delivery

- Communicates clearly and credibly with both technical and non-technical audiences