Interim head of people overseeing the people function for Seccl, a fintech. This role involves leading teams and driving cultural initiatives during a pivotal growth phase.
About the role
- Lead the design and delivery of People Analytics solutions at CSL Behring. Serve as a strategic advisor translating people data into actionable insights for HR leaders.
Responsibilities
- Lead the design and delivery of enterprise people analytics solutions that enable data-driven workforce planning, talent decisions, and organizational health monitoring across CSL.
- Serve as a strategic advisor to HR leaders and business stakeholders, translating complex people data into actionable insights, executive-ready storytelling, and scalable analytics products that support business outcomes.
- Partner closely with HR Centers of Excellence (COEs), HR Business Partners (HRBPs), HR Operations, enterprise data teams, and Legal/Privacy to ensure data quality, governance, compliance, and continuous advancement of analytical maturity across the organization.
- Translate the People Analytics strategy into scalable analytics solutions that support workforce planning, talent outcomes, and organizational performance.
- Lead CSL’s dashboard strategy design, development, and deployment of enterprise dashboards, scorecards, and analytical products, ensuring standardization, accuracy, and business relevance.
- Balance near-term operational reporting with forward-looking internal and external insights, including trend analysis, scenario modeling, and early predictive indicators.
- Serve as a strategic thought partner to HR COEs and HRBPs by shaping problem statements, clarifying business needs, and converting data into decision-ready insights.
- Develop executive-level narratives, visuals, and presentations for senior leadership forums (e.g., CHRO staff meetings, executive committees, business reviews).
- Ensure insights are actionable and outcome-oriented, connecting people metrics to business priorities such as productivity, retention, capability, and growth.
- Act as a key contributor to HR Data Governance, partnering with legal and I&T enterprise data teams to ensure alignment with data standards and definitions.
- Own day-to-day people data quality practices within the analytics domain, including issue identification, root-cause resolution, and documentation.
- Identify gaps in data infrastructure, tooling, or processes and recommend enhancements that strengthen analytical maturity and reliability.
- Lead the execution of advanced analytics initiatives (e.g., attrition risk indicators, hiring funnel optimization, engagement drivers, workforce segmentation) in partnership with centralized Advanced Analytics and Data Science teams.
- Pilot new methodologies, tools, and approaches to improve insight generation and decision support while maintaining enterprise alignment and controls.
- Drive continuous improvement in analytics delivery, automation, and scalability across the global HR ecosystem.
- Ensure people analytics practices comply with global data privacy, labor, and employment regulations, escalating risks and concerns as needed.
- Partner with Legal, Privacy, Compliance, and HR Operations to ensure responsible and ethical use of workforce data and appropriate controls in reporting and insight delivery.
- Lead participation in external benchmarking efforts and synthesize findings into clear implications for workforce strategy and talent decisions.
- Integrate external labor market and benchmark data into business cases and strategic recommendations to inform enterprise priorities and investments.
Requirements
- Bachelor’s degree required; MBA or Master’s degree in Analytics, Business, HR, Data Science, or related field preferred.
- 8–12+ years of progressive experience in analytics, business intelligence, workforce insights, or data strategy, including experience supporting HR and talent-related outcomes.
- Demonstrated success delivering complex analytics products and insights in large, matrixed, global organizations.
- Strong business acumen with the ability to connect workforce insights to productivity, cost, retention, and growth outcomes.
- Proven ability to influence and advise senior leaders and stakeholders without direct authority.
- Experience working with global datasets, international stakeholders, and complex operating models preferred.
- Experience delivering enterprise dashboards and analytics products in HR and talent domains
- Strong understanding of HR data domains (workforce, talent acquisition, performance, engagement, learning, DEI, org effectiveness)
- Familiarity with BI and analytics tools (e.g., Power BI, Tableau) and HR systems (e.g., Workday, SAP SuccessFactors)
- Knowledge of data governance practices, KPI standardization, and enterprise reporting controls.
- Comfort partnering with data science teams on predictive analytics and modeling approaches.
Benefits
- For more information on CSL benefits visit How CSL Supports Your Well-being | CSL
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