Manager, HR Analytics

The Manager, HR Analytics at KDP, as part of the HR Analytics Team, advances and refines the analytics and reporting capabilities of HR through aligning insights from external and internal analytics, human capital best practices, and business strategy to provide HR and business leaders with actionable, data driven insights. This role also helps elevate the understanding and application of key people analytics metrics across our HR Team and business units.

In this role, you will partner closely with HR, business, and Finance leaders to develop a deep understanding of their organizations and priorities and develop reports and analyses that will be used to inform workforce decisions and to provide comparative data on results vs. forecasts. You will use predictive modeling to anticipate turnover, assess trends in movement and progression of talent, assess potential impact of program changes, and monitor and measure other factors that will serve as inputs to talent and hiring plans. You will partner with talent management to forecast the number of vacancies that can be filled with internal talent vs. external hires and identify functional areas of scarcity for specific pipeline development.

You will also identify opportunities for process improvement and recommend solutions based on data. What you will do:Drive and influence the development and consistent application and interpretation of key people analytics metrics across our HR Team and with KDP Business Units.Deliver ongoing information, assessment and interpretation of Keurig Dr Pepper workforce - analyze trends and forecasts; monitor results of headcount growth in terms of cost, operational volume and efficiency.Perform analysis of relevant HR metrics and uncover and articulate trends in the data; forecast and quantify the workforce gaps, risks, and opportunities in order to support each functional unit's strategy.Develop quarterly scorecards of meaningful people metrics to support decision making; create ad hoc reports based on selected HR metrics, design reports to key stakeholders summarizing the data and key trends.Analyze employee data and key labor trends to provide insight into the workforce needed in the future. This includes forecasting and scenario planning.Integrate data from multiple sources into timely, accessible, and relevant reports that meet the needs of executive and HR leadership, ensuring quality and reliability of data.Act as an advisor and partner to HR leadership, business unit heads, FP&A, and key organization stakeholders.Build strong internal customer relationships with key HR and business leaders to define and understand strategic objectives.Implement and improve technology platforms for performing workforce analytics; partner with HRIS team to ensure that technology and processes increase overall efficiency, accuracy, and data governance.Automate, standardize, schedule and publish key reports, dashboards and analyses to help disseminate data and insights to key leaders and other stakeholders.Assess internal and external data (e.g. best practices and benchmarks) to improve HR data and analytics strategy.Collaborate on data extraction, validation, integration, and analysis requirements alongside team members.Ensure high performance results of your team by:Fostering a culture of trust and wellbeing that prioritizes the team and values employee contributions

Driving a shared vision with clear goals and accountability, supported by regular conversations to maximize talent

Embracing diverse perspectives to foster innovation, learning from both successes and failures

Establishing a safe environment where team members are motivated, heard, and aligned with clear expectations