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