Job Summary

The Manager, People Analytics is responsible for leading the delivery of workforce analytics, employee-related data insights, and reporting solutions that support Human Resources (HR), business partners, and CN's executive leaders. The role oversees the governance, integration, analysis, and visualization of large volumes of employee-related data from multiple sources, including workforce demographics, hiring, attrition, talent, training, and other HR systems. The incumbent leads the development of analytical tools, dashboards, and models that enable data-driven decision-making, while ensuring the consistency, accuracy, privacy, and usability of HR data. The role also provides complex ad hoc analysis, identifies trends and business opportunities, and partners with HR and cross-functional stakeholders to translate data into actionable insights.

Main Responsibilities

Strategic Collaboration

• Partner with various stakeholders (mainly Human Resources, Finance, Information Technology) to capture evolving reporting requirements, and establish data management governance

• Standardize HR metrics, data definitions, and reporting methodologies across the organization

• Evaluate emerging people analytics methodologies, software tools, and industry trends to enhance organizational reporting capabilities

Reporting, Visualization and Analytical Solutions

• Oversee the design, development, optimization, and maintenance of dashboards, reports, and interactive analytical tools using Tableau, Power BI, and other reporting platforms

• Manage the production of regular and ad hoc HR reports that provide clear, accurate, and actionable workforce insights

• Translate complex data into simplified visualizations and narratives that support insight development for HR partners and senior leaders

• Ensure analytical tools are scalable, user-friendly, and aligned with stakeholder needs, data governance standards, and reporting best practices

• Continuously improve reporting processes, data models, and visualization approaches to enhance efficiency and decision support

Data Analysis, Interpretation and Business Insights

• Lead complex analysis of workforce, hiring, attrition, talent, training, and other employee-related data to identify trends, risks, and opportunities

• Query, link, and analyze large datasets to reveal insights related to workforce performance, productivity, safety, costs, and organizational effectiveness

• Provide analytical guidance to HR partners and business stakeholders on the interpretation and use of relevant data points from different source systems

• Develop models, scenarios, and analytical approaches that support strategic workforce planning and business problem solving

• Present findings, trends, and recommendations in a clear and concise manner to support evidence-based decision-making

Responsibilities Weights (%) for Job Eval

• Strategic Collaboration - 35%

• Reporting, Visualization and Analytical Solutions - 35%

• Data Analysis, Interpretation and Business Insights - 30%

Working Conditions

The role has standard working conditions in an office environment with a regular workweek from Monday to Friday and is eligible to participate in CN's hybrid work model. Due to the nature of the role, the incumbent must be able to meet tight deadlines, manage multiple analytics priorities, respond to complex ad hoc requests, and handle pressure while maintaining data accuracy, confidentiality, and quality of insight.

Requirements

Experience

People Analytics, Relational Databases and Data Visualization

• Minimum 7 years of experience in people analytics, HR analytics, data analysis, business intelligence, workforce reporting, or a related analytics function

• Experience working with relational databases, data modeling techniques, and coding or querying tools such as Structured Query Language (SQL) Server

• Experience developing dashboards, interactive analytical tools, reports, and visualizations using Tableau, Power BI, or similar platforms

• Experience interpreting HR data, workforce metrics, and business intelligence outputs for senior stakeholders

• Experience leading or coordinating analytics work, team priorities, or reporting solution delivery

• Candidates with an equivalent combination of education, training, and experience will be considered

Education/Certification/Designation

• Bachelor's degree in Business Administration, Human Resources, Computer Science, Software Engineering, Statistics, Data Analytics, or a related field

• Candidates with equivalent practical experience, education, or training will be considered

CN Values (Expected Proficiency Levels)

• We care about each other - Promotes safe collaboration

• We strive for excellence - Anticipates needs with hands-on insight application

• We succeed together - Builds strong partnerships to drive results

• We lead responsibly - Acts transparently and includes diverse voices

Leadership (Expected Proficiency Levels)

• Vision and strategic thinking - Monitors trends and proposes practical improvements

• Impactful and inclusive leadership - Inspires teams through empathetic and inclusive communication

• Performance and value delivery - Capitalizes on data insights to drive ROI and customer value

• Empowerment and talent development - Builds trust and empowers people to make independent decisions

• Strategic communication and influence - Explains functional strategy with clarity and impact

• Managerial courage and decisiveness - Makes bold decisions and capitalizes on customer and business opportunities

Job Specific (Expected Proficiency Levels)

• Abstract reasoning skills - Clarifies complexity for stakeholders

• AI literacy and data orientation - Integrates digital solutions into team processes

• Business acumen - Mitigates and advises on cross-functional risks

• Depth of analysis - Obtains missing data to explain complexities

• Think broadly - Connects complex insights and drives cross-functional logic

Technical Skills/Knowledge

• Advanced knowledge of HR metrics, workforce analytics, data governance, and business intelligence strategies

• Expert-level skills using Microsoft Office, particularly Excel and Access, as well as Tableau and Power BI

• Strong knowledge of relational databases, data modelling, data integration, and querying tools such as SQL

• Ability to merge, validate, analyze, and interpret large datasets from multiple HR and business systems

• Fluently bilingual, both written and verbal (English, French)*

*Any requirement marked with (*) will be considered an asset (not mandatory).

Organizational Impact

Decision Making & Impacts

The incumbent holds a moderate to high level of decision-making authority focused on people analytics priorities, workforce reporting standards, and analytical methods. The role makes decisions related to data interpretation, reporting design, dashboard development, data quality practices, and recommendations based on workforce insights. These decisions impact the accuracy and consistency of HR reporting, the quality of insights available to HR and business leaders, and the organization's ability to make evidence-based workforce decisions.

Level of Interaction/Influence

The incumbent interacts with individuals internal to CN, including HR leaders, HR business partners, HR experts, business stakeholders, data and technology partners, and leaders. The role influences through data-driven recommendations, analytical guidance, storytelling, visualization, and the ability to translate complex information into practical business insights.

Employees Supervised/Organizational Structure

May lead a team of up to 5 professionals.

Physical Demands

Office work