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Are you passionate about turning workforce data into powerful insights that shape strategy, evaluate employee experience and influence business outcomes? Do you enjoy transforming workforce data into insights that shape smarter talent decisions? Are you energized by connecting people data to business strategy and the employee experience? If so, we want to speak with you! 

We’re looking for an exceptional Director, Talent Analytics & Workforce Insights to join our Talent Attraction & Development team in Richmond, VA.  This position is in Richmond, VA with a hybrid work schedule. Relocation benefits will be provided.  

The Director, Talent Analytics & Workforce Insights leads the team that transforms workforce data into actionable insights to optimize talent decisions, improve the employee experiences, and drive sustainable business results. This role measures and analyzes talent and workforce data to provide insights that guide smarter talent decisions related to the employee experience, recruitment, skills and development, retention, performance, and resource allocation. 

What you’ll be doing: 

• Lead and develop a highly skilled team of analysts and researchers that deliver talent analytics and workforce insights to inform enterprise talent decisions. 
• Set the vision and roadmap for talent analytics and workforce insights, aligning people data priorities with enterprise business strategy, operating models, and the employee experience. 
• Measure and analyze talent and workforce data to deliver proactive and ad hoc insights on trends, risks, and opportunities across the employee experience, recruitment, skills and development, retention, performance, and resource allocation. 
• Own the enterprise Employee Listening strategy, including engagement surveys, pulse surveys, lifecycle listening, and targeted diagnostics, and partner with leaders to turn results into action. 
• Build forecasting and predictive capabilities, leveraging AI alongside informed by benchmarking and best practices, that anticipate workforce needs, skills gaps, and retention risk and support strategic workforce talent planning. 
• Define and track key talent metrics that measure the impact of talent programs and investments on business outcomes. 
• Partner with HR, IT, and Global Business Services to strengthen data governance, data quality, and the privacy and ethical use of employee data, including the responsible use of AI in people analytics. 
• Champion automation, AI-powered tools, self-service access to data, and scalable reporting and dashboard solutions that give leaders timely, trusted insights. 
• Communicate statistical analyses, results, and implications to senior leaders and non-technical audiences through clear data storytelling that drives the organization to action. 

Qualifications, Education and Experience Needed

 Want you to have:

• Bachelor’s degree required; Master’s degree in Business, Industrial/Organizational Psychology, Behavioral Science, Statistics, Analytics, or a related field preferred.
• 10+ years of experience in Human Resources, people analytics, or a related field, including experience leading a team of researchers or analysts.
• Ability to lead a team by fostering a culture of trust, collaboration, and professional growth while driving progress against key enterprise initiatives.
• Demonstrated ability to translate business and talent needs into appropriate analyses and synthesize complex results into clear, actionable insights.
• Broad experience applying statistical methods and advanced analytics (e.g., linear and logistic regression, longitudinal analysis, multilevel modeling, predictive modeling).
• Understanding of AI-enabled analytics, such as machine learning, generative AI, and conversational analytics, and experience applying AI tools (e.g., Microsoft Copilot) to accelerate analysis, reporting, and insight delivery. 
• Experience with employee listening and survey research methods, including survey design, analysis, and action planning.
• Experience managing and analyzing HR data sets using SuccessFactors, SAP SAC and Datasphere (or similar HCM tools), Azure SQL, SQL Server, R, or Python, and building reports and dashboards with Power BI, Tableau, or similar tools.
• Working knowledge of data governance, data privacy, and the ethical use of employee data.
• Customer-centric mindset with strong communication, stakeholder management, and influencing skills, including the ability to confidently present insights to executive and non-technical audiences.
• Strong project management skills and the ability to prioritize the highest-impact, value-added work.