Manager, People Analytics

Manager, People Analytics & Workforce Intelligence Job Family: Total Rewards / People Analytics Level: Manager Reports to: Director of Compensation Location: New York or New Jersey -------------------------------------------------------------------------------- Role Summary The Manager, People Analytics & Workforce Intelligence, is responsible for delivering enterprise workforce analytics, reporting, and data-driven insights that support strategic HR and business decisions. This role operates as a hands-on analytics leader, combining:

• Advanced data management and analytical capabilities
• Deep knowledge of HR systems (Oracle HCM and external vendor platforms)
• Strong business acumen across Total Rewards and workforce strategy

The Manager translates complex workforce and Total Rewards data into actionable insights, while helping build scalable analytics infrastructure, reporting frameworks, and data governance standards. -------------------------------------------------------------------------------- Scope & Impact * Supports enterprise HR and Total Rewards strategy through analytics and insights

• Owns core reporting, dashboarding, and analytical deliverables
• Works cross-functionally across HR, HRIS, IT, Finance, and business leaders
• Operates within an established framework but contributes to process

improvement and capability building * Influences decision-making through data insights, not policy ownership -------------------------------------------------------------------------------- Core Responsibilities 1. Workforce Analytics Delivery

• Develop and deliver recurring and ad hoc workforce analytics across:
• recruitment and hiring
• retention and turnover
• workforce demographics and DEI
• performance and development
• compensation and Total Rewards
• workforce planning and labor trends
• Produce executive dashboards and reporting to support leadership

decision-making * Translate data into clear insights, trends, and recommendations -------------------------------------------------------------------------------- 2. Data Management & Integration * Manage end-to-end workforce data lifecycle:

• data collection
• cleansing and validation
• transformation and integration

* Integrate data across:

• Oracle HCM (system of record)
• ATS and performance systems

* third-party vendor platforms, including:

• benefits administration and carriers
• compensation survey providers (e.g., benchmarking data)
• equity/long-term incentive platforms
• engagement tools
• Ensure data consistency, reconciliation, and integrity across systems

-------------------------------------------------------------------------------- 3. Analytics & Technical Execution * Perform advanced analytics, including:

• trend analysis
• statistical analysis
• hypothesis testing
• Support development of predictive and forward-looking insights (e.g.,

attrition risk, workforce demand) * Leverage tools and technologies including:

• SQL (data extraction and querying)
• Power BI / Tableau (visualization)
• Excel (advanced analytics)
• Python or R (as applicable)

-------------------------------------------------------------------------------- 4. HR Technology & Reporting Infrastructure * Partner with HRIS and IT to enhance:

• Oracle HCM reporting capabilities
• data architecture and analytics frameworks
• system integrations and data pipelines
• Support automation and scalability of reporting processes
• Contribute to development of data governance standards and reporting

consistency -------------------------------------------------------------------------------- 5. Business Partnership & Insights * Partner with HR and business leaders to:

• define key business questions
• align on data requirements
• deliver actionable insights
• Support workforce planning, talent strategies, and organizational

effectiveness efforts * Present findings to both technical and non-technical stakeholders -------------------------------------------------------------------------------- 6. Continuous Improvement & Innovation * Identify opportunities to improve:

• data quality
• reporting efficiency
• analytics capabilities

* Stay current on:

• people analytics best practices
• emerging tools (AI, automation, advanced analytics)
• Contribute to evolution of self-service analytics and workforce intelligence

capabilities -------------------------------------------------------------------------------- Qualifications (Level-Aligned) Required Experience * 5–8 years of experience in:

• People Analytics
• Workforce Analytics
• HRIS / Data Analytics
• reporting and data extraction
• understanding of workforce data structures
• integration with downstream analytics tools
• Experience working with third-party Total Rewards data sources, including:
• benefits platforms and carriers
• compensation survey/benchmarking data
• equity administration platforms

* Strong proficiency in:

• SQL and data querying
• Power BI or similar visualization tools
• advanced Excel
• Demonstrated experience in data cleansing, validation, and data integrity

management * Strong analytical, statistical, and problem-solving capabilities -------------------------------------------------------------------------------- Preferred Experience

• Strong experience with Oracle HCM
• Experience with Python or R for analytics and modeling
• Experience with predictive analytics or data modeling
• Experience in complex, multi-entity or project-based organizations
• Familiarity with AI-enabled analytics tools
• Technical experience working in cloud environments, such as AWS, Azure, or

GCP -------------------------------------------------------------------------------- Leadership Competencies (Manager Level)

• Analytical Thinking: Applies structured problem-solving and data analysis
• Execution Excellence: Delivers high-quality, accurate, and timely outputs
• Collaboration: Works effectively across HR, IT, and business teams
• Communication: Translates complex data into clear, actionable insights
• Continuous Improvement: Identifies opportunities to enhance processes and

tools * Technical + Business Balance: Operates comfortably across both domains Salary - $125-145,000 annually Compensation: In addition to base pay, eligible for discretionary bonus based on company and individual performance. Benefits The Company offers the following benefits for this position, subject to applicable eligibility requirements: [Medical Insurance] [Dental Insurance] [Vision Insurance] [Health Savings Account] [Healthcare Flexible Spending Account] [Dependent Care Flexible Spending Account] [401(k) retirement plan with employer match] [Life & AD&D Insurance] [Long-term Disability Insurance] [Short-term Disability Insurance] [Critical Illness Insurance] [Accident Insurance] [Hospital Indemnity Insurance] [Home & Auto Insurance] [Family Support] [Pre-tax Paid Parking/Public Transportation] [Paid time off: 2 Weeks for Non-Exempt and Three Weeks for Exempt] [Time Away Benefits] [8 Paid Holidays] [Group Legal] [Employee Stock Purchase Plan] [Identity Theft Protection] [Group Legal] [Pet Insurance] [Employee Assistance Program] Disclaimer: The salary, other compensation, and benefits information is accurate as of the date of this posting. The Company reserves the right to modify this information at any time, subject to applicable law. EEO Statement: The STO Building Group family of companies—Structure Tone, Structure Tone Southwest, Pavarini Construction Co., Pavarini McGovern, LF Driscoll, Govan Brown, Ajax Building Company, BCCI Construction, Layton Construction, Abbott Construction, and RC Andersen—includes over 4,000 employees located in offices throughout the US, Canada, UK, and Ireland. We provide a complete range of construction services, from site selection analysis, design constructability review and aesthetic enhancements to interior fit-outs, new building construction, and building infrastructure upgrades and modernization. Learn more about how we partner with our clients to imagine, execute, and realize their vision at stobuildinggroup.com. We are an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, and other legally protected characteristics. About Us We build amazing spaces. With our complete range of services—from site selection analysis to design and aesthetic enhancements to sustainable construction management and building infrastructure upgrades. The STO Building Group family of companies—Structure Tone, Structure Tone Southwest, Pavarini Construction Co., Pavarini McGovern, LF Driscoll, Govan Brown, Ajax Building Company, BCCI Construction, Layton Construction, Abbott Construction, and RC Andersen—includes over 4,000 employees located in offices throughout the US, Canada, UK, and Ireland. We provide a complete range of construction services, from site selection analysis, design constructability review and aesthetic enhancements to interior fit-outs, new building construction, and building infrastructure upgrades and modernization. Learn more about how we partner with our clients to imagine, execute, and realize their vision at stobuildinggroup.com.