Job OverviewThe Principal, People Analytics & Insights Partner serves as the senior strategic advisor for people analytics, employee listening, and organizational insights. This role establishes Marvin's people analytics vision, measurement framework, and approach to translating people data into actionable business insight. The Principal partners with executive leadership to identify talent and organizational opportunities, answer critical business questions, and support data-informed decisions.
Highlights of your rolePeople Analytics & Insights Strategy- Develop and execute the enterprise people analytics and insights strategy in partnership with the Director.
- Establish a multi-year roadmap for people measurement, insights, and analytics capabilities.
- Define key people metrics and strategic success measures.
- Promote data-informed decision making across the organization.
Strategic Analytics & Insights- Lead complex people analytics projects addressing strategic business priorities.
- Identify talent and organizational risks, opportunities, and emerging trends.
- Develop predictive and forward-looking analytics capabilities.
- Integrate insights from people data, employee surveys, talent data, labor market information, and business performance metrics.
- Create executive-ready recommendations and narratives that influence business decisions.
Executive Consultation- Serve as a trusted advisor to HR leadership, business leaders, and executive stakeholders.
- Facilitate discussions regarding workforce planning, organizational effectiveness, retention, engagement, talent health, and productivity.
- Present people insights to executive leadership teams and governance groups.
- Support Board-level people reporting and talent discussions.
Employee Listening & Survey Program Leadership- Lead the enterprise employee listening and survey program, including survey strategy, program planning, governance, communications, reporting approach, and Glint platform administration.
- Establish and maintain the employee listening roadmap, including annual engagement surveys, pulse surveys, lifecycle listening, and ad hoc survey needs aligned to business priorities.
- Develop and coordinate survey communications, leader enablement materials, FAQs, and employee-facing guidance to support participation and understanding.
- Partner with HR leadership, communications, business leaders, and people analytics team members to translate survey results into meaningful insights and follow-up actions.
- Provide post-survey support, including reporting consultation, action planning guidance, confidentiality and threshold support, and issue resolution.
Workforce Planning - Lead the development of Marvin's workforce planning capability in partnership with HR, Operations, and Finance.
- Establish the workforce planning framework, governance cadence, metrics, and planning assumptions needed to support enterprise talent and labor decisions.
Analytics Governance & Leadership- Establish standards and best practices for people measurement and analytics.
- Guide metric definitions and interpretation across the enterprise.
- Partner with Data Governance, HR Technology, Finance, and IT leaders to align priorities.
- Mentor and provide technical leadership to analytics and reporting team members.
- Evaluate emerging analytics technologies, AI capabilities, and market trends.
Organizational Impact- Influence people and talent strategy without direct authority.
- Champion a culture of evidence-based decision making.
- Lead high-visibility, cross-functional initiatives involving people data and insights.
You're a good fit if you have (or if you can)- Bachelor's degree required; Master's degree preferred.
- 8+ years of progressive experience in people analytics, business intelligence, organizational effectiveness, employee listening, or related fields.
- Demonstrated experience influencing senior leaders through analytics and insights.
- Expertise in people metrics, storytelling with data, and executive communication.
- Expertise in workforce metrics, storytelling with data, and executive communication.
- Experience with analytics platforms, workforce planning, employee survey program administration, survey analytics, and organizational data.
- Ability to lead through influence and drive enterprise-wide adoption of analytics practices.
- Project management experience preferred, particularly in leading cross-functional initiatives.
Compensation$110,000 to $145,000 annually
