Sobre este puesto de Director of People Analytics en Harris Associates
At Harris, the true value of what makes us successful is found in our people. It is our unique mix of cultures, experiences, beliefs and backgrounds that sets Harris apart from the rest. We constantly strive to cultivate, nurture and amplify an unparalleled environment, where we value intellectual curiosity and uniqueness of thought. Inclusion is embedded in the very fabric of our culture of collaboration and openness.
We understand that a job description only tells one part of a broader story, and Harris is seeking dynamic candidates who can add to our best-in-class environment. We recognize that qualifications can be gained through both traditional and non-traditional paths, and we are committed to considering candidates who possess the potential to be excellent in this role regardless of prior experiences.
Therefore we encourage ALL interested individuals to submit their applications, even if they do not meet every requirement outlined in the job description.
Position Summary:
The People Team is responsible for the strategic design, governance, and execution of the systems, processes, and data that power the firm’s employee lifecycle.
The Director of People Analytics is responsible for leading a comprehensive, data‑driven people decisions support the firm’s culture of excellence. This role oversees the systems, processes, and governance that underpin the employee experience, including people analytics and total rewards. Reporting to the Chief People Officer, the Director partners closely with team members, internal stakeholders, and cross‑functional leaders to ensure operational rigor, data integrity, and competitive total rewards programs aligned with business objectives. The ideal candidate brings analytical rigor and operational discipline, with the ability to balance strategic vision and tactical execution.
Success in this role requires a curious, strategic, hands‑on operator who is data‑fluent, business minded, and committed to building and improving systems. The role demands sound judgment, disciplined execution, and the ability to build trusted relationships across the firm in a fast‑paced, high‑expectation environment.
Responsibilities:
People Analytics & Data
- Lead the People analytics function by developing scalable reporting frameworks and translating workforce data into actionable insights that support data-driven talent decisions.
- Design, build and maintain dashboards and metrics that illuminate workforce trends, talent risks, and engagement to inform leadership decision-making.
- Develop an integrated data governance strategy ensuring accuracy, consistency, and seamless reporting across systems.
People Operations
- Lead all aspects of People Operations, including HRIS strategy and oversight, system optimization, process automation and execution.
- Ensure operational rigor and controls, maintaining clear SOPs across People processes
- Continuously streamline workflows, service delivery, and elevate the employee experience through automation and simplification.
- Assist in forecasting People-related costs such as benefits expenditures, office space, and workforce planning.
Total Rewards
- Partner with the Chief People Officer to lead the annual compensation cycle, including planning, modeling, governance, and execution. Oversee market benchmarking and pay equity analysis using robust data and external surveys.
- Partner with Finance on budgeting, forecasting, and scenario analysis.
- Oversee market benchmarking and pay equity analysis using external survey data and robust compensation insights.
Leadership & Partnership
- Act as a close thought-partner to Chief People Officer.
- Partner with finance, legal, compliance, technology, and senior business leaders.
- Lead, coach, and develop a high-performing People Operations team while fostering a culture of excellence, innovation, and collaboration.
- Contribute to enterprise‑wide initiatives related to people, culture, and operating model decisions.
Qualifications
- 10+ years of progressive experience in Total Rewards, People Operations, or a combined role.
- Demonstrated expertise in people analytics, including advanced workforce metrics, dashboarding, and synthesizing quantitative and qualitative data into clear, compelling insights that influence senior leadership and business strategy.
- Strong hands-on analytical capability, including advanced Excel skills, and proven experience leveraging HRIS and people analytics tools with rigorous data governance and reporting discipline.
- Experience with compensation programs and operational HR functions in a sophisticated organization.
- Strong analytical skills with experience using HRIS platforms (UKG preferred), compensation tools, and people analytics systems.
- Proven track record of shaping decisions and building strong, trust‑based partnerships with Finance, Technology, and senior leadership.
- Experience managing projects involving change management, system implementations, or process redesign.
- Background in regulated, complex, or professional‑services environments preferred.
- Demonstrated strengths in judgment, discretion, operational rigor, and data‑driven decision‑making.
We offer a comprehensive benefits package designed to integrate life and work and to support our employees and their families. Benefits include, but are not limited to; medical, prescription drug, dental and vision insurance, paid time off, profit sharing plan, 401k plan, tuition reimbursement, commuter and holistic wellness benefits along with volunteer programs.
Actual annual base salaries may vary based on factors including but not limited to education, training, experience, and other job-related factors. If hired, base pay will be determined on an individualized basis and is only one part of the total compensation package, which, depending on the position, may also include a discretionary performance bonus and other Harris sponsored benefit programs.
Equal Employment Opportunity Policy Statement
Harris Associates L.P. pursues a policy of equal opportunity in all areas of employment including recruitment, hiring, training, compensation, benefits, advancement, and treatment on the job. This means that Harris does not discriminate against employees, or qualified applicants, based on an individual's race, color, religion, creed, sex, age, national origin, physical disability, sexual orientation, trans-gender status, transsexual status, status as a veteran or disabled veteran, genetic information or for any other reason prohibited by law. Harris reserves the right to review publicly available information about applicants (i.e., via social networking sites), to the extent permissible under applicable law.
Reasonable Accommodation Notice
We provide reasonable accommodation for individuals with disabilities and disabled veterans in job application procedures. If you have any difficulty using our online system and you need an accommodation due to a disability, you may use the alternative email address below to contact us about your interest in employment at HR@harrisassoc.com or you can call us at 312-646-3600.
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