Director, People Analytics & Insights

Director, People Analytics & Insights

The opportunity: This role brings together analytics, workforce insights, and technology under a single strategic leader. The Director will shift the organization from reactive reporting to consultative, predictive, and prescriptive insights, while also providing clear enterprise ownership for people technology, data governance, and AI enablement across People and Culture. This is a build role—designing strategy, establishing capabilities, and embedding data‑driven decision‑making across P&C and the business. The Director, Insights & People Systems is accountable for identifying, creating, and managing enterprise‑wide people insights and analytics capabilities, ensuring they are integrated with business performance, financial outcomes, and future workforce needs.

You will act as the enterprise voice of P&C with Technology, own people insights, ensure data, systems, and analytics are trusted, secure, and decision‑ready, and elevate P&C’s advisory impact with senior business leaders.

What You’ll Do

1. People Insights & Analytics Strategy
   • Lead an enterprise People Insights strategy, moving from transactional reporting to forward‑looking, decision‑ready insights that anticipate risks and opportunities.
   • Translate complex business challenges into structured analytical questions rather than ad hoc reporting requests.
   • Deliver insights across workforce trends, talent risks, engagement, productivity, operating model effectiveness, and employee experience.
   • Lead development of dashboards, visualization tools, and storytelling for SLT, ELT, and Board‑level decision‑making.
   • Define and track KPIs for analytics impact (e.g., retention improvement, cost optimization, risk reduction).
   • Regularly report on the enterprise return on analytics and insights initiatives.
2. People Technology
   • Be the voice of People & Culture to translate P&C requirements with our Technology partners.
   • Drive AI‑enabled solutions to deliver predictive and prescriptive analytics (e.g., workforce planning, attrition risk).
   • Evaluate emerging technologies to future‑proof the people data and analytics ecosystem.
3. Data Governance, Integration & Security
   • Establish strong data governance, access, quality, and security practices for people data, balancing insight enablement with privacy, risk, and regulatory requirements.
   • Ensure the enterprise is collecting the right data at the right level, stored and integrated appropriately.
   • Improve integration between people data and business‑relevant information (financial and performance outcomes).
   • Clarify ownership and accountability for people reporting and analytics across P&C, reducing duplication and friction.
4. Cross‑Functional Partnership & Influence
   • Partner closely with various stakeholders to deliver integrated enterprise insights.
   • Act as a trusted advisor to P&C and business leaders, elevating the use of data in strategic decision‑making.
   • Build awareness of external market, workforce, and analytical trends, embedding relevant external data into enterprise insights.
   • Contribute to enterprise initiatives related to workforce strategy, operating model evolution, and the future of work.
5. Team Leadership & Capability Building
   • Build and lead a high‑performing small team spanning people analytics, reporting, and systems.
   • Develop future‑ready capabilities including analytical rigor, business acumen, AI literacy, curiosity, and consultative judgement.
   • Foster a culture of empowerment, continuous improvement, and shared accountability aligned with department and divisional design goals.

What You’ll Need

• Senior leadership experience in people analytics, workforce insights, HR technology, or digital transformation, ideally in a complex enterprise environment.
• Proven success moving organizations from reporting to insight, influencing senior leaders through clear, actionable analysis and storytelling.
• Deep understanding of people systems (e.g., Workday), data architecture, analytics platforms, and AI/automation applications in HR contexts.
• Strong statistical and analytical background (e.g., regression analysis, predictive modeling).
• Business‑led, insight‑driven mindset with strong judgement and enterprise perspective.
• Comfortable operating in ambiguity and leading change in evolving operating models.
• Influential leader who aligns stakeholders and drives outcomes without relying on formal authority.
• Solutions‑focused, practical, and able to simplify complexity.
• Confident communicator, comfortable presenting at senior leadership levels and working behind the scenes to shape decisions.
• Experience partnering closely with enterprise Technology teams and operating in platform‑oriented models.
• Strong understanding of risk, governance, and data privacy in people data environments.

What We’re Offering

• Numerous opportunities for professional growth and development.
• Comprehensive employer‑paid benefits coverage.
• Retirement income through a defined benefit pension plan.
• The opportunity to invest back into the fund through our Deferred Incentive Program.
• A flexible work environment combining in‑office collaboration and remote working.
• Competitive time off.
• Our Flexible Travel Program gives you the option to work abroad in another region/country for up to a month each year.
• Employee discount programs including Edvantage and Perkopolis.

At Ontario Teachers, diversity is one of our core strengths. We celebrate diversity and foster inclusion through events that connect colleagues for professional development, networking, and mentoring. We are building an inclusive and equitable workplace where our talent is respected, accepted, and empowered to be themselves.

Candidates must be legally entitled to work in the country where this role is located.

#J-18808-Ljbffr