Architect and operationalize an ecosystem-wide data strategy that turns complex workforce data into actionable insights, enhancing decision making.  As the ecosystem lead for people data, analytics, and insights you are a trusted, data-driven strategic partner across the business. Your remit spans the development of next-generation P&O dashboards, analytics platforms, and data governance frameworks that will power workforce planning, talent strategy, organizational effectiveness, and associate experience.

Strategically leads technical functions globally such as but not limited to P&O systems, P&O reporting, and P&O Data and Insights creating strategic vision, developing a roadmap and deploying a common P&O tech stack and helps with the standardization of data.  In this role one will develop, implement, and sustain tools, capabilities, and resources to support generation of human capital analytical insights for MVH Global leadership and business stakeholders. Primary areas of focus to include talent and workforce planning, while enhancing the strategic usage of metrics and returns.

Develops and cultivates a strong collaborative partnership with key partners to further the P&O data roadmap.

The role will support and be a member of the Petcare Data and Analytics workstream and will develop data and analytics knowledge and insights executive dashboard for businesses, working closely with each stakeholder (President, P&O VP, etc.) to move from reporting to predictive and prescriptive insights.

Strategic Leadership & Vision

• Define and lead the global P&O data & analytics strategy to support P&O transformation and business objectives.
• Partner with P&O leaders across MVH, Petcare, and Mars to embed data-driven decision-making in P&O practices. Act as an architect for our P&O data model, in partnership with IT, Finance, and other key partners and teams.

Analytics Delivery & Capability Building

• Build strong support for analytical reporting and development across all levels of the organization.
• Partner with P&O to define a long-term vision for people analytics, tools, and reporting—and be accountable for its successful execution and delivery.
• Apply analytics expertise to lead a cross-functional team in establishing governance frameworks for the P&O analytics function and evaluating key strategic and operational metrics including definitions and data sources.
• Design, deliver, and present standard reports and executive summaries of dashboard analytics to P&O and MVH leadership.

Governance & Data Quality

• Own and operationalize P&O data governance with global data privacy and security policies.
• Designs standardized data definitions and performs quality audits on source data to produce meaningful and statistically significant cross-business unit insights.
• Ensure audits are conducted regularly to maintain data integrity, strengthen audit controls, and monitor external data feeds and vendor interfaces.
• Define data ownership standards, processes, and ensure alignment with Mars data strategy.
• Oversee support for ad hoc and scheduled data and metrics reporting requests—ensuring high-quality, customer-focused reporting while preventing redundancy.

Transformation & Technology Integration

• In alignment with IT and P&O Systems teams, support the development and enhancement of talent dashboards, datamarts, and custom data solutions that supplement HCM platforms and enable meaningful business insights.
• Lead the evolution and optimization of analytics tools (e.g., Workday) and increase automation of reporting frameworks where feasible.

Foresight & Research

• Manage oversight of external workforce trends, emerging human capital practices, and internal analytics to surface actionable insights and areas of interest for the broader P&O strategy.
• Assist key stakeholders in identifying and aligning an analytics roadmap that supports the future of work and evolving P&O capabilities—anticipating key trends and technologies over the next 3–5+ years.
• Combine quantitative and qualitative data to generate forecasting models and strategic views of workforce needs and talent supply/demand dynamics.

Stakeholder Engagement & Change Management

• Partner with business leaders, digital and data functions, and P&O teams to influence culture, drive adoption of data tools, and ensure relevance of analytics.
• Lead a high-performing global teams with a focus on innovation, quality, and continuous improvement.
• Perform work of a highly confidential nature, demonstrating integrity and professionalism in the handling of sensitive information.
• Monitor, analyze, and advise on data trends that impact P&O effectiveness, operational performance, and strategic workforce planning.

Required Type of Degree: Bachelor’s *

• Field of Study: HR, Business, IT/Computer Science or related field of study or the equivalent combination of education, training and experience that provides the required knowledge, skills, and abilities.
• 10+ years of progressive HR, data analytics, or digital transformation experience, with at least 5 years in a leadership capacity overseeing HR analytics.
• Proven success in building enterprise-wide analytics strategies, tools, and teams in complex, matrixed, and international environments.
• Deep understanding of HR processes and technologies, including global HCM systems (e.g., Workday), data lakes, and survey platforms.
• Demonstrated ability to build consensus and influence across diverse stakeholder groups including IT, Legal, Finance, and business units.
• Experience in healthcare, life sciences, or multi-site service industries (e.g., retail, hospitality, or veterinary healthcare) preferred
• Demonstrated success in managing complex global projects and change initiatives across cultures preferred
• Proficiency in statistical modeling, predictive analytics, and advanced visualization tools (e.g., Power BI, Tableau) preferred
• Familiarity with data privacy regulations, information security, and ethical data use principles.
• Required Problem solving and analytical skills, including ability to partner with stakeholders to effectively manage projects across functions/multiple geographic locations/business units.
• * or the equivalent combination of education, training and experience that provides the required knowledge, skills, and abilities