Primary Purpose
The Senior Global Analytics Manager is responsible for shaping and executing Generac's enterprise‑wide strategy for people data, analytics, and workforce insights. This role will build a modern people analytics function that delivers high‑quality data, advanced analytics, and actionable insights to HR and business leaders globally, enabling better decisions on talent, organization, and performance. The leader will partner closely with HR, Finance, IT, and business functions to turn people data into a strategic asset for Generac.
Major Responsibilities
Strategy & Vision
- Define the global people analytics strategy and roadmap, aligned to Generac's business priorities, talent agenda, and HR operating model.
- Establish a clear vision for how people data, analytics, and AI will improve decisions in areas such as workforce planning, talent acquisition, development, retention, and productivity.
- Serve as an advisor to HR and business leaders on workforce trends, predictive analytics, and talent strategies.
Data Governance and Infrastructure
- Partner with HRIS/IT (e.g., Workday, data lake, BI tools) to design and maintain the people data architecture, ensuring a single source of truth for core HR metrics.
- Define and govern people data standards, definitions, and data quality SLAs, including privacy, ethics, and compliance guardrails.
- Oversee selection and use of analytics and visualization tools (e.g., Power BI embedded Workday analytics, and advanced analytics platforms).
- Identify and evaluate emerging technologies, including machine learning, generative AI, and automation, to advance analytics maturity.
- Ensure compliance with global data privacy regulations (e.g., GDPR, CCPA, LGPD) and company data standards.
Analytics, Insights & Decision Support
- Build and lead a team that delivers descriptive, diagnostic, predictive, and prescriptive insights on key workforce questions (e.g., hiring funnel health, skill gaps, engagement drivers, attrition risk etc.).
- Design and maintain standard executive dashboards and scorecards for HR Leadership team and business leaders.
- Develop analytics products (e.g., attrition risk models, internal mobility, headcount and cost forecasting tools) and manage them as ongoing products, not one-off reports.
Collaboration & Stakeholder Engagement
- Partner with HR Business Partners and COEs (Rewards, Talent, TA, Learning, DEI) to prioritize use cases, translate business questions into analytics, and embed insights into decision routines.
- Act as trusted advisor to senior leaders, simplifying complex analytics into clear narratives and recommendations that drive action.
- Support strategic initiatives such as organization redesign, footprint strategy/GCC expansion, change programs, and M&A with robust workforce analytics and scenarios.
Data Capability and Analytics Culture
- Build data literacy across HR and key leaders by coaching them on how to use dashboards, interpret trends, and ask better questions.
- Create simple playbooks and training for HRBPs and COEs on using people insights in talent reviews, workforce planning, organization design, and change initiatives.
- Champion a culture of evidence-based decisions, shifting the conversation from anecdotes to facts plus judgment.
Education
- Bachelor's degree required in Human Resources, Business Analytics, Data Science, Computer Science, or related field
Work Experience
- 5-7 years of progressive HR analytics, business intelligence, data science, or related experience
- 3 years leadership experience
Knowledge / Skills / Abilities
- Strong hands-on understanding of data modeling, statistics, and visualization; able to guide analysts and challenge methods, even if not coding day to day.
- Familiarity with HR platforms (e.g., Workday), data warehouses/lakes, and BI tools (Power BI/Tableau or similar).
- Experience with data governance, privacy, and responsible use of people data (GDPR and relevant regulations).
- Ability to build analytics capabilities and implement enterprise-wide analytics solutions.
- Ability to influence different levels of leaders
- Proficiency with analytics tools and platforms (e.g., Power BI, Prism, Workday).
- Strong understanding of data governance, HR systems, and cloud-based architecture.
- Strategic mindset with the ability to translate business needs into data-driven solutions.
- Exceptional communication and storytelling skills, especially for executive audiences.
- Strong change management and stakeholder engagement abilities.
- Deep understanding of global HR practices and workforce trends.
- Ability to navigate cultural differences and drive alignment across geographies.
Certification / License
- People Analytics certifications (e.g., Wharton People Analytics, PAFOW, CIPD People Analytics).
- Professional HR certification such as SHRM-SCP or SPHR.
- Data science or analytics certifications (e.g., Microsoft, Tableau, Power BI, AWS, Azure, Google Data Analytics).
