Sr. Manager, People Analytics

At Levi Strauss & Co. we believe great people power great brands. Were building our People Analytics function from the ground up. Today its focused on reporting and dashboards and were looking for someone who wants to lead its next chapter: making it a modern AI-enabled function that gives HR and business leaders real answers not just data.

This role is for someone who has built people analytics capability before not just operated within a function that was already mature. Youll set the strategy manage a growing team and be hands-on enough to build the first wave of solutions yourself including bringing GenAI and automation into a function that isnt leveraging it yet.

This role is based in India but serves as a global function lead. Youll partner with HR and business stakeholders across regions and time zones so comfort working asynchronously and building trust with teams you dont see in person is part of the job.

• 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.

• 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.

• 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.

• 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.

• Establish data governance standardized processes and cross-system alignment where they dont yet exist.
• Oversee collection transformation and maintenance of large complex datasets from multiple sources.
• Ensure data practices meet privacy compliance and risk standards.

• Manage and coach a Senior Analyst-People Analytics with the expectation of growing the team as the functions 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.

• 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.

• 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.
  

• 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 arent 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 thats still being built.
  

• 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.
  

Youll 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.