Analytics Manager

Senior Manager, People Analytics & HR Insights - Remote, US Let’s be unstoppable together! Circana is a leading provider of technology, AI, and data solutions for consumer packaged goods companies, manufacturers, and retailers. Our predictive analytics and Liquid Data® platform help clients measure market share, uncover consumer behavior, and drive growth—powered by six decades of expertise and an expansive, high-quality data set. At Circana, we are fueled by our passion for continuous learning and growth, we seek and share feedback freely, and we celebrate victories both big and small in an environment that is flexible and accommodating to our work and personal lives.  We’re a global company dedicated to fostering inclusivity and belonging. We value and celebrate the unique experiences, cultures, and viewpoints that each individual brings. By embracing a wide range of backgrounds, skills, expertise, and beyond, we create a stronger, more innovative environment for our employees, clients, and communities. With us, you can always bring your full self to work.  Join our inclusive, committed team to be a challenger, own outcomes, and stay curious together. Circana is proud to be Certified™ by Great Place To Work®. This prestigious award is based entirely on what current employees say about their experience working at Circana. Learn more at Job Summary We are seeking a strategic, hands-on Senior Manager to lead Circana's People Analytics and HR Data work and help build a scalable, high-impact people analytics capability that enables better decisions, stronger workforce outcomes, and measurable business impact. Reporting into Employee Experience & Technology, this role will shape and advance our people analytics strategy by defining key workforce metrics, delivering trusted insights, and helping evolve the organization from historical reporting toward predictive and prescriptive analytics. A key responsibility will be leading the design and delivery of enterprise people scorecards that leadership will rely on to track workforce health and progress against our people strategy. This role combines building the future state of people analytics while strengthening and stabilizing the HR data foundation. Working closely with HR leaders, HR Operations, HR Business Partners, Technology, Finance, and other stakeholders, this individual will ensure data and analytics are reliable, actionable, and aligned to business priorities. A central focus of the role is strengthening HR data governance and quality across UKG and related systems. Through clear standards, ownership, and scalable processes, this role will help elevate HR data into a trusted strategic asset for the enterprise. This is a senior individual contributor role focused on strategy, execution, and influence rather than direct people management. The ideal candidate brings a blend of HRIS expertise, analytics capability, business partnership, and change leadership, and is comfortable balancing hands-on execution with longer-term strategy. Key Responsibilities HR Data Strategy & Governance Partner with HR Operations, HR Business Partners, and Technology teams to establish and sustain HR data governance, including data ownership, stewardship, quality standards, and accountability. Establish scalable governance processes and global data standards that improve data quality, consistency, and long-term sustainability. Drive clear ownership and accountability for HR data across HR teams and employee self-service processes. Data Quality Remediation & UKG Pro Optimization Lead ongoing efforts to assess, clean, and remediate HR data within UKG Pro and related systems. Partner with HR Operations and Technology to diagnose and address root causes of data quality issues, not just downstream reporting impacts. Recommend and implement UKG best practices, enhancements, and reporting improvements that strengthen data integrity. Analytics, Reporting & Insights Establish a trusted and consistent reporting environment that gives HR and business leaders confidence in workforce data and insights. Define, prioritize, and maintain key workforce metrics across: Workforce Planning and HR Business Partner support Talent Acquisition and Internal Mobility Total Rewards (Compensation and Benefits) Compliance and Risk Global Inclusion and Belonging Analytics Design, develop, and maintain enterprise people scorecards and dashboards that support leadership decision-making. Translate complex workforce data into clear, compelling insights tailored to a variety of stakeholders. Analytics Maturity & Future-State Roadmap Shape and drive a multi-year roadmap, in partnership with HR leadership, to advance people analytics from descriptive and diagnostic reporting toward predictive and prescriptive insights. Mature the scorecard environment from manual reporting to automated reporting and proactive anomaly detection. Identify opportunities to apply analytics to critical business questions such as attrition risk, hiring effectiveness, pay equity, workforce planning, and internal mobility. Evaluate and recommend analytics, reporting, and BI tools that extend HRIS capabilities and support analytics maturity. Partner with Technology and Finance to align people analytics with broader enterprise data strategies. Partnership & Change Leadership Serve as a trusted advisor to HR leadership, HR Business Partners, and HR Operations teams. Lead change management efforts that drive adoption of data standards, scorecards, reporting practices, and new ways of working. Develop training, communications, documentation, and stakeholder engagement plans that increase understanding and accountability. Influence behavioral change by helping stakeholders understand the business value of data quality, consistency, and governance. Balance rigor with pragmatism while building trust and adoption across the organization. Required Qualifications Experience & Expertise 5–7+ years of experience in people analytics, HRIS analytics, workforce analytics, or related HR data environments. Strong hands-on HRIS experience required; UKG Pro experience strongly preferred. Experience implementing and managing data governance, data quality, or HR data management programs. Experience stabilizing HR data environments, particularly in post-implementation, growth, or transformation settings. Strong understanding of core HR domains, including workforce planning, talent, total rewards, compliance, and inclusion analytics. Technical & Analytical Skills Advanced experience in HR reporting, workforce analytics, trend analysis, and insight generation. Experience with BI and analytics tools such as Power BI, Tableau, or similar platforms. Familiarity with data modeling concepts, integrations, and broader enterprise data ecosystems. Experience evaluating or recommending analytics platforms, reporting tools, or people analytics solutions. Leadership & Influence Demonstrated success operating as a strategic partner rather than a purely operational contributor. Strong consulting and influencing skills, with the ability to challenge assumptions and navigate complex stakeholder environments. Strong change management instincts, including driving adoption and behavior change among stakeholders who do not directly report to you. Ability to balance near-term execution with long-term vision and continuous improvement. Demonstrated leadership potential and the ability to drive outcomes through influence. Previous people leadership experience is considered an asset; however, this is primarily a senior individual contributor role. Preferred Qualifications Experience leading post-implementation HR data remediation or governance efforts. Experience helping organizations mature from ad hoc or descriptive reporting toward predictive or prescriptive analytics. Experience developing executive-facing workforce scorecards or dashboards. Background partnering closely with senior HR and business leaders in a matrixed environment. Experience aligning HR analytics with broader enterprise, technology, or financial analytics strategies. Experience working in global organizations with varied data standards and practices. Previous people leadership experience. What Success Looks Like (12 Months) HR data in UKG Pro is trusted, standardized, and governed with clear ownership and accountability. Measurable improvements in HR data quality, consistency, and reporting reliability. Leaders rely on workforce reporting and analytics with confidence. Sustainable processes and governance standards prevent future data degradation. Enterprise people scorecards are live, trusted, and actively used by leadership to monitor workforce health and progress against people strategy objectives. A clear people analytics roadmap is established, with early movement toward predictive insights and automation. HR is increasingly viewed as a data-driven strategic partner to the business. Circana Behaviors Beyond technical skills, experience, and role-specific attributes, these shared behaviors are fundamental to our culture and success. We seek individuals who consistently demonstrate and champion these behaviors in their daily work: Stay Curious: Being hungry to learn and grow, always asking the big questions. Seek Clarity: Embracing complexity to create clarity and inspire action. Own the Outcome: Being accountable for decisions and taking ownership of our choices. Center on the Client: Relentlessly adding value for our customers. Be a Challenger: Never complacent, always striving for continuous improvement. Champion Inclusivity: Fostering trust in relationships engaging with empathy, respect, and integrity. Commit to each other: Contributing to making Circana a great place to work for everyone. Location: This position can be located in the following area(s): Remote, US The below range reflects the range of possible compensation for this role at the time of this posting. We may ultimately pay more or less than the posted range. This range may be modified in the future. An employee’s position within the salary range will be based on several factors including, but not limited to, relevant education, qualifications, certifications, experience, skills, seniority, geographic location, performance, shift, travel requirements, sales or revenue-based metrics, any collective bargaining agreements, and business or organizational needs. The salary range for this role is $100,000 - $130,000 USD. This job is also eligible for bonus pay. We offer a comprehensive package of benefits includingpaid time off, medical/dental/vision insurance and 401(k)to eligible employees. An offer of employment may be conditional upon successful completion of a background check in accordance with local legislation and our candidate privacy notice . Your current employer will not be contacted without your permission. You can apply for this role through the Circana careers website or Intranet site for internal candidates.This role is subject to AI-assisted screening. Circana uses artificial intelligence (AI) to assess resumes for alignment with job requirements by helping locate details in resumes that relate to the job description. This position is expected to remain open for approximately 30 days and may close earlier if sufficient qualified candidates are identified. #LI-JP1