Senior People Insights Manager

Role Purpose:     

The Sr Manager, People Insight leads the development, delivery, and continuous improvement of data driven insights across the employee lifecycle. This role blends strategic thinking with hands on analytical work, enabling leaders to make informed decisions about talent, performance, engagement, and organisational effectiveness.

It requires a self starter and a thought leader who can proactively identify opportunities, think commercially, and guide both the People & Culture function and the wider business on a journey toward making more insight led, evidence based decisions. You’ll partner closely with teams across People & Culture, Finance, and the business to turn data into actionable recommendations that elevate the employee experience and support organisational goals. 

Main Duties: 

People Analytics & Insights 

• Work with the People & Culture team and the business to define KPI’s and dashboard specifications that align with the business strategy and provide clear insights into workforce trends. 

• Analyse data across Talent Acquisition, performance, engagement, retention, talent management, organisational design as well as financial information, benchmark data etc. 

• Translate complex data into compelling narratives that influence decision making at all levels. 

• Conduct deep dive analyses on key people challenges such as attrition, productivity, and talent pipeline health. 

Data Strategy & Governance 

• Develop and manage the people analytics roadmap aligned to organisational priorities. 

• Ensure data accuracy, consistency, and compliance across People systems and reporting processes. 

• Partner with TIG and the People Systems team to optimise data infrastructure and system integrations. 

• Establish data governance standards and champion data literacy across the People team. 

Stakeholder Partnership 

• Collaborate with the HR Business Partners and business leaders to understand needs and deliver tailored insights. 

• Support leadership with data for workforce planning, organisational design, and strategic initiatives. 

• Present findings and recommendations to senior stakeholders in a clear, concise, and actionable way. 

• Partner with Finance to ensure best use of people data. 

Skills & Experience 

• Proven experience in people analytics / workforce analytics. 

• Strong analytical and statistical skills, with the ability to interpret complex datasets. 

• Proficiency in developing dashboard specifications for translation into data visualisation tools (Power BI, Tableau, or similar). 

• Experience working with People systems platforms and people data structures. 

• Ability to communicate insights clearly to both technical and nontechnical audiences. 

• Strong stakeholder management and influencing skills. 

• Comfortable working in a hands on capacity while shaping strategy. 

What Success Looks Like 

• Leaders consistently use your insights to guide business decisions. 

• Reporting is accurate, automated, and trusted across the organisation. 

• The People team becomes more data driven and confident in using analytics. 

• You proactively identify trends and opportunities that improve organisational performance. 

Key Accountabilities: 

Fulfil all organisational expectations, including but not limited to the following:  

• Role model Williams Values & Behaviours, supporting and holding others accountable to do the same. 

• Always ensure compliance with health and safety obligations, supporting managers to uphold expected standards.   

• Ensure high standards of behaviour and conduct are upheld across the organisation, including the well-being of team members.  

• Carry out effective team member performance management, making sure suitable measures are agreed and taken to close any identified gaps in skills or knowledge. 

• Ensure you adhere to brand rules and maintain high standards of department presentation. 

• Comply with quality standards and identify and contribute ways to continuously improve department and personal performance. 

• Ensure understanding of cost cap requirements and identify opportunities to improve optimisation.   

This job description is not exhaustive, and the job holder will be required to carry out from time-to-time tasks in addition to the above that will be both reasonable and within their capabilities.