Senior People Analytics Manager

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 & anchoringOwn the end-to-end implementation of the HR Data Lake, including:Data sourcing from SuccessFactors and other HR-related systemsDefinition of data models, entities, and core people metricsAlignment with enterprise data architecture and IT standardsAct 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 solutionsDefine priorities, milestones, and success criteria in collaboration with IT and external partnersLead the rollout and organizational anchoring of the solution:Ensure adoption across Global HR, HRBPs, and COEsDefine standards, best practices, and documentation for sustainable usageOwn 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 phaseEnforce data governance, data quality, and consistency standards for people data:Define ownership, validation rules, and escalation mechanismsEnsure a “single source of truth” for core people metricsEnable downstream analytics and reporting:Implement Power BI and future analytics use casesLay 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 regionsDesign and maintain standardized global dashboards and datasets for contingent labour:In close collaboration with HR, Finance, Procurement, and ITEnsure data accuracy, transparency, and comparability, supporting:Workforce cost visibilityRisk management and complianceAct as the single point of accountability for contingent workforce reporting topics toward senior stakeholdersProvide enterprise-wide visibility and governance across contingent workforce populations, enabling workforce cost transparency, workforce planning, compliance, and risk management Stakeholder partnership & change enablementPartner closely with:Global HR leadership and HRBPsFinance and FP&AIT and Data & Analytics teamsTransformation and digital initiativesTranslate 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 scopeCovers all regions, functions, and business unitsInterfaces with multiple HR systems and enterprise data platformsHigh 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 fieldFluent 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 modelsStrong understanding of: HR data structures, processes, and end-to-end data flowsData governance, data quality, and master data management conceptsAdvanced experience with: Power BI and analytical reporting toolsExcel and data modellingDemonstrated ability to: Lead complex initiatives without direct people managementManage multiple stakeholders with competing prioritiesMove from strategy to hands-on execution

LEADERSHIP COMPETENCIES & PERSONAL STYLE

Acts as a trusted senior partner to HR and Finance leadershipStrong ownership mindset with end‑to‑end accountabilityStructured, rigorous, and comfortable working with complexityPragmatic change agent: combines strategic thinking with hands-on deliveryCommunicates clearly and credibly with both technical and non-technical audiences

At Barry Callebaut, we are committed to Diversity & Inclusion. United by our strong values, we thrive on the diversity of who we are, where we come from, what we’ve experienced and how we think. We are committed to nurturing an inclusive environment where people can truly be themselves, grow to their full potential and feel they belong. #oneBC - Diverse People, Sustainable Growth.