Director, People Analytics And Planning

We are the movers of the world and the makers of the future. We get up every day, roll up our sleeves and build a better world -- together. At Ford, we're all a part of something bigger than ourselves. Are you ready to change the way the world moves?

There's no better time to join Ford's People Analytics & Planning COE. The company is in a deep transformation, and the work of the HR team is critically important. There are big challenges ahead, and that means the opportunity to do the most impactful work in your career at a great moment in the history of the industry and this iconic company.

The mission of the People Analytics & Planning COE is to drive better, faster, more data-informed workforce decisions at all levels of the organization. We have made great progress and now we are looking for a new Director to help accelerate us further.

This is an exciting time! Not everything will be perfectly clear all at once, so if you are ready to be part of a team that works hard, makes big impacts, and laughs along the way … read on!

Director, People Analytics and Planning

In this position …

This role reports to the VP of People Analytics & Planning who is a member of the HR Leadership Team (HRLT) reporting to the CHRO. The work of the team is high impact and high visibility across the HR function and is frequently used in strategic discussions with the CEO and ELT.

This Director will own the relationship with the HR Business Partner leaders and teams, bringing them the insights, consulting advice, analytics tools, and planning solutions that help them in shaping the organizations they support. This requires a matured sense of listening to understand, meeting teams where they are, and timing the right solutions in the right moments.

What you'll do …

• Lead, inspire, and develop a team of People Analytics Advisors that are dedicated to the HR Business Partner teams, advancing their analytics capabilities and delivering proactive insights.

• Design and implement a phased approach to Strategic Workforce Planning (SWP) that includes frameworks, models, tools, and processes.

• Drive dialogue between HRBP, Finance, Talent Acquisition, and Total Rewards teams to ensure SWP outputs are fully integrated into key resourcing decisions.

• Build community of learning on the topics of PA & SWP through original and curated content that elevates the analytics capabilities of the organization.

• Leverage communications tools and resources effectively to increase engagement and adoption at scale.

• Integrate data from internal and external sources to develop insights on talent market dynamics that are influencing our business.

• Partner with peers that lead the Data & Technology, Employee Experience Analytics, and Advanced Technology & Analytics teams to ensure products and solutions meet needs of HRBPs.

• Partner with Finance on headcount management, HR Operations on talent processes, HR IT on technical solutions, and Legal (OGC) on data privacy.

In this position …

This role reports to the VP of People Analytics & Planning who is a member of the HR Leadership Team (HRLT) reporting to the CHRO. The work of the team is high impact and high visibility across the HR function and is frequently used in strategic discussions with the CEO and ELT.

This Director will own the relationship with the HR Business Partner leaders and teams, bringing them the insights, consulting advice, analytics tools, and planning solutions that help them in shaping the organizations they support. This requires a matured sense of listening to understand, meeting teams where they are, and timing the right solutions in the right moments.

What you'll do …

• Lead, inspire, and develop a team of People Analytics Advisors that are dedicated to the HR Business Partner teams, advancing their analytics capabilities and delivering proactive insights.

• Design and implement a phased approach to Strategic Workforce Planning (SWP) that includes frameworks, models, tools, and processes.

• Drive dialogue between HRBP, Finance, Talent Acquisition, and Total Rewards teams to ensure SWP outputs are fully integrated into key resourcing decisions.

• Build community of learning on the topics of PA & SWP through original and curated content that elevates the analytics capabilities of the organization.

• Leverage communications tools and resources effectively to increase engagement and adoption at scale.

• Integrate data from internal and external sources to develop insights on talent market dynamics that are influencing our business.

• Partner with peers that lead the Data & Technology, Employee Experience Analytics, and Advanced Technology & Analytics teams to ensure products and solutions meet needs of HRBPs.

• Partner with Finance on headcount management, HR Operations on talent processes, HR IT on technical solutions, and Legal (OGC) on data privacy.