Job descriptionRole PurposeReporting to the Senior Director, Operations Strategy & Insights, the Manager, People Analytics is accountable for delivering enterprise people reporting, workforce insights, and analytical support across recruitment, performance, reward, learning, talent, operations and organizational effectiveness. The role ensures leaders have timely, accurate, and actionable data to inform decision-making and measure the effectiveness of people investments across a complex, multi-site organization operating across Canada and the U.S.In This Role, You WillPeople Reporting & Workforce MetricsOwn the enterprise people reporting suite, including weekly, biweekly, monthly, quarterly, and ad hoc reporting.Produce and maintain recruitment and workforce dashboards that provide visibility into organizational performance and workforce trends.Report on key metrics including open roles, time-to-fill, time-to-start, waiting-to-start, vacancy rates, provider recruitment activity, vacant provider days, recruiter productivity, and hiring pipeline health.Apply appropriate statistical techniques to workforce data, to quantify business impacts, validate hypotheses, and distinguish meaningful patterns from normal variationOwn enterprise turnover, retention, and workforce stability reporting across the organization, including monthly business review (MBR) reporting, leadership reporting, and ongoing trend analysisProduce regular insights on voluntary and involuntary turnover, regrettable loss, retention risk, tenure trends, and workforce movement across key employee populations.Leverage Workday exit interview data and other workforce data sources to identify root causes of turnover, emerging workforce risks, and opportunities to improve retention and employee experience.Develop reporting and insights segmented by region, role, tenure, leader, and other relevant workforce dimensions to support targeted retention strategies.Deliver accurate and timely reporting for the People Leadership Team, Operations, SLT, CEO, and Board as required.Continuously improve reporting automation, dashboard usability, and data accessibility.Partner closely with Recruitment and Operations Analytics to ensure consistent workforce reporting and insights.Performance & Reward AnalyticsDevelop analytics and modelling to support compensation, incentive, and reward programs.Analyze pay, performance, retention, and promotion trends to inform decision-making.Support annual compensation review processes through data analysis and recommendations.Provide analytics to support pay equity, internal equity, market competitiveness, and reward effectiveness assessments.Partner with the Performance & Reward team to evaluate the impact of compensation and incentive programs on business and people outcomes.Learning, Talent & Organizational Effectiveness AnalyticsMeasure and evaluate the effectiveness of learning, leadership, and talent programs.Develop reporting and success metrics for leadership development, capability building, succession planning, and career progression initiatives.Assess return on investment for learning and development programs.Analyze trends related to engagement, retention, internal mobility, promotion, and talent outcomes.Identify opportunities to improve organizational effectiveness through data-driven insight.Insights & Decision SupportConnect people data to business outcomes and organizational performance.Analyze drivers of turnover, retention, and employee experience, providing actionable recommendations to leaders.Identify emerging workforce risks and trends through analysis of employee movement, exit data, engagement results, performance data, and other people metrics.Develop predictive and forward-looking insights where appropriate.Translate complex analysis into clear, actionable recommendations for leaders.Design intuitive dashboards, reports, and visualizations that simplify complex data and make trends, risks, and opportunities easy to understand.Apply strong data storytelling principles to ensure insights are accessible, engaging, and actionable for audiences ranging from operational leaders to executives.Support business cases and strategic initiatives through data analysis and modelling.Data Governance & Analytics CapabilityEstablish and maintain consistent people metric definitions and reporting standards.Ensure accuracy, integrity, and governance of people data across systems and dashboards.Partner with People Technology and Operations Analytics to improve reporting capability and automation.Champion a data-driven approach to decision-making across the People function.Identify opportunities to improve analytics maturity and self-service reporting capabilities.Leadership ScopeActs as the People function's subject matter expert for people analytics and workforce reporting.Influences decision-making through insight, analysis, and recommendations.Builds trusted relationships across People, Recruitment, Operations Analytics, Finance, and business leadership teams.Supports the development of a scalable people analytics capability that enables continued organizational growth.Success Looks LikeLeaders trust and actively use people data to make decisions.Weekly and monthly workforce reporting is automated, accurate, and scalable.Recruitment leaders are no longer spending time producing operational reporting.Compensation, reward, learning, and talent decisions are increasingly supported by analytics rather than anecdote.Clear measures exist for the effectiveness of learning, leadership, and talent investments.The organization has a consistent view of workforce performance across Canada and the U.S.What You’ll Bring5–8+ years of experience in people analytics, workforce analytics, business analytics, or a related analytical discipline.Experience developing intuitive dashboards, reporting suites, and executive-level analytics that are visually clear, user-friendly, and actionable.Strong data visualization and storytelling capabilities, with an ability to present complex information in a simple, compelling, and accessible way.Strong foundation in statistical analysis and quantitative methods, with experience applying techniques such as trend analysis, regression, hypothesis testing, correlation analysis, forecasting, and predictive modelling to generate actionable workforce insights and support evidence-based decision-making.Advanced experience with reporting and visualization tools such as Power BI, Tableau, Workday Reporting, and Excel.Experience working in a multi-site, high-growth, healthcare, retail, hospitality, franchise, or similarly distributed operating environment.Strong business acumen with the ability to connect people metrics to operational and financial outcomes.Excellent communication skills with the ability to influence non-technical stakeholders.About DentalcorpDentalcorp is Canada’s largest and fastest growing network of dental practices, committed to advancing the overall well-being of Canadians by delivering the best clinical outcomes and unforgettable experiences. Dentalcorp acquires leading dental practices, uniting its network in a common goal: to be Canada’s most trusted healthcare network. Leveraging its industry-leading technology, know-how and scale, Dentalcorp offers professionals the unique opportunity to retain their clinical autonomy while unlocking their potential for future growth.The salary range for this position is $90,000 CAD to $105,000 CAD annually (plus a bonus of up to 15% and competitive total rewards and benefits package). Offers within this range are determined based on relevant experience, skills, and qualifications, as well as internal equity considerations. This job posting is for a newly created position.This role is 4 days on-site Monday to Thursday with Friday's work from home.Candidates must be legally eligible to work in Canada. At Dentalcorp, we recognize that inclusivity and diversity strengthen our culture and make us better. We are committed to ensuring that the talent we hire is reflective of the diverse communities and patients we serve. To ensure equal opportunity for all candidates, we strongly encourage applicants requiring an accommodation to let their recruiter know during the recruitment/selection process. We appreciate all applicants for taking the time to apply, however, only those selected for an interview will be contacted. #J-18808-Ljbffr
