Senior People Analytics Manager

Job description

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

• 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
• 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
• 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