À propos de ce poste Sr. Manager, People Analytics chez Levi Strauss & Co.
What You'll Do
Lead with Strategy
Define and evolve a people analytics vision and roadmap appropriate to our current stage, moving deliberately from reporting-led to insight-led, and eventually to predictive.
Translate business and HR priorities into a realistic, sequenced analytics roadmap.
Build a fast, credible understanding of the business, its key drivers, and how workforce data connects to performance outcomes.
Define and evolve workforce metrics and KPIs that matter across a global enterprise.
Lead AI-Powered Innovation
Bring people analytics into the AI era — identify and pilot GenAI tools for self-service insights, natural-language querying, and automated narrative reporting, so leaders can get answers without waiting on a dashboard request.
As data foundations mature, introduce predictive analytics sequenced realistically, not promised on day one.
Create and implement a plan to build AI and data literacy across HR, helping practitioners get comfortable using AI-assisted tools rather than depending entirely on the analytics team.
Champion responsible and ethical use of AI in people decisions (bias awareness, transparency, and human oversight), distinct from, and in addition to, general data privacy compliance.
Stay current on the evolving AI and data regulatory landscape across the regions we operate in, and flag emerging requirements to leadership early — partnering with Legal, Privacy, or other relevant functions as those partnerships formalize.
Drive Technology and Continuous Improvement
Shape and evolve the people analytics technology ecosystem, enabling scalable, efficient, and automated solutions.
Partner with IT/Digital teams to align People Analytics needs with enterprise approach, especially on AI-enabled platforms and capabilities within Workday and adjacent tools.
Continuously enhance reporting and analytics capabilities.
Partner with HR, Finance, and IT to implement controls and processes that maintain data integrity across systems.
Monitor and enhance analytics solutions to meet changing business needs.
Build and Tell Data Stories (Hands-On)
Evaluate existing dashboards for improvements and personally design and build dashboards, reports, and visualizations across multiple data sources, primarily using Power BI and Python/R. This is a hands-on role, especially in Year One.
Define analytical approaches for complex employee and organizational questions.
Turn complex data into clear, compelling narratives that drive leadership action.
Create intuitive, scalable dashboards for audiences ranging from HRBPs to executive leadership.
Own People Data Management at Scale
Lead people data management in a global environment powered by Workday, recognizing that clean, governed data is the prerequisite for everything above it, including AI and predictive work.
Establish data governance, standardized processes, and cross-system alignment where they don't yet exist.
Oversee collection, transformation, and maintenance of large, complex datasets from multiple sources.
Ensure data practices meet privacy, compliance, and risk standards.
Lead and Develop the Team
Manage and coach a Senior Analyst-People Analytics, with the expectation of growing the team as the function's scope and maturity expand.
Model both strategic thinking and hands-on execution for the team, as it scales.
Help the team build the skills to move from reporting toward insight generation and, eventually, predictive work.
Enable a Data-Driven Organization
Lay the groundwork for a future People Analytics Center of Excellence, starting with the practical basics (governance, self-service, trusted metrics) rather than assuming one already exists.
Help HR and business leaders become confident, comfortable users of data and AI-assisted tools.
Operationalize insights so analytics translate into real decisions, not just reports.
Collaborate and Influence
Manage relationships across HR and the business, including global stakeholders in different regions and time zones, to understand evolving needs and set realistic expectations.
Communicate clearly to audiences at every level, from analysts to executives.
What You Bring
7+ years in people analytics, workforce analytics, or data analytics, including experience leading or building a function (not only operating within a mature one).
Direct experience introducing GenAI or AI-assisted tools into an analytics function - e.g., natural-language query tools, AI copilots, automated insight/narrative generation.
Strong hands-on skill building dashboards and visualizations using Power BI and Python/R (or similar tools) across multiple data sources or data lakes.
Experience with Workday or similar HCM systems in a large, global organization.
Solid grounding in data governance and management best practices, and a practical understanding of responsible/ethical AI use in an HR context, including awareness of how AI and data regulations are evolving globally.
Demonstrated ability to connect data and AI-driven insights to business outcomes.
Change management skills - proven ability to build literacy and drive adoption of new tools and ways of working among stakeholders who aren't naturally data-first.
People management experience, or clear readiness to manage and grow a small team.
Experience working effectively with global, distributed stakeholders across time zones.
A collaborative, curious mindset, comfortable operating in a function that's still being built.
What Success Looks Like in Year One
The team has shipped at least one GenAI-powered self-service or automated-insight tool that HR leaders are actively using.
Core workforce metrics and data governance standards are more well-defined and adopted.
HRBPs and HR leaders report noticeably faster, easier access to the data they need.
A credible, sequenced roadmap exists for moving toward predictive analytics.
Why You'll Love It Here
You'll shape the strategy and build the solutions that define how a global, iconic brand uses people data and AI. Your work will directly influence decisions, build a team, and bring data (and now AI) to life in a way that genuinely changes how HR operates.
At Levi Strauss & Co., we celebrate individuality and believe diverse perspectives make us stronger. Come help us build the next chapter of how we drive the business forward with people insights and tell the story of our people through data.
Benefits
We put a lot of thought into our programs to provide you with a benefits package that matters. Whether it is for medical care, taking time off, improving your health or planning for retirement, we've got you covered.
Here's a small snapshot:
- Complimentary preventive health check-up for you & your spouse
- OPD coverage
- Best in class leave plan including paternity & family care leaves
- Counselling sessions to prioritize mental well-being
- Exclusive discount vouchers on Levi’s products
We are an Equal Opportunity Employer committed to empowering individuals from all walks of life to achieve their professional goals with us, regardless of race, religion, gender, gender identity, pregnancy, disability, sexual orientation, age, national origin, citizenship status, or genetic information. We actively seek and encourage applications from diverse candidates, including those with disabilities, and offer accommodations throughout the selection process upon request.
To ensure that our products and culture continue to incorporate everyone's perspectives and experience, we never discriminate based on race, religion, national origin, gender identity or expression, sexual orientation, age, or marital, veteran, or disability status.
