JOB DESCRIPTION
The Senior People Analytics Manager is a senior strategic individual contributor role at the core of Barry Callebaut’s HR digital agenda. The role is responsible for the end-to-end implementation, rollout, and organizational anchoring of the HR Data Lake, sourcing data from SuccessFactors and other HR systems to create a scalable, governed, and future-proof people data foundation.
In parallel, the role holds global accountability for contingent workforce reporting, ensuring transparency, consistency, and decision-ready insights across external labour populations, in close partnership with HR, Finance, Procurement, IT, and the business.
This role operates with a global enterprise scope, works closely with senior HR and Finance leaders, and plays a critical role in enabling evidence-based workforce decisions, regulatory compliance, and advanced people analytics.
MAIN RESPONSIBILITIES & SCOPE
1. HR Data Lake – Design, implementation & anchoring
- Own the end-to-end implementation of the HR Data Lake, including:
- Data sourcing from SuccessFactors and other HR-related systems
- Definition of data models, entities, and core people metrics
- Alignment with enterprise data architecture and IT standards
- Act as the global business owner for the HR Data Lake and workforce reporting domain/platform:
- Translate HR, Finance and business requirements into governed, trusted and scalable data and reporting solutions
- Define priorities, milestones, and success criteria in collaboration with IT and external partners
- Lead the rollout and organizational anchoring of the solution:
- Ensure adoption across Global HR, HRBPs, and COEs
- Define standards, best practices, and documentation for sustainable usage
- Own the long-term governance, evolution and business enablement of the HR Data Lake platform, ensuring scalable, consistent and enterprise-grade workforce data and reporting capabilities beyond the initial implementation phase
- Enforce data governance, data quality, and consistency standards for people data:
- Define ownership, validation rules, and escalation mechanisms
- Ensure a “single source of truth” for core people metrics
- Enable downstream analytics and reporting:
- Implement Power BI and future analytics use cases
- Lay the foundation for advanced analytics and workforce planning capabilities
2. External workforce reporting (global accountability)
- Own global reporting for the external workforce, including:
- External workforce populations (e.g. contingent workers, outsource labour)
- Alignment of definitions, metrics, and reporting logic across regions
- Design and maintain standardized global dashboards and datasets for contingent labour:
- In close collaboration with HR, Finance, Procurement, and IT
- Ensure data accuracy, transparency, and comparability, supporting:
- Workforce cost visibility
- Risk management and compliance
- Act as the single point of accountability for contingent workforce reporting topics toward senior stakeholders
- Provide enterprise-wide visibility and governance across contingent workforce populations, enabling workforce cost transparency, workforce planning, compliance, and risk management
3. Stakeholder partnership & change enablement
- Partner closely with:
- Global HR leadership and HRBPs
- Finance and FP&A
- IT and Data & Analytics teams
- Transformation and digital initiatives
- Translate complex data topics into clear, decision-ready insights for senior leaders.
- Act as a change agent, supporting HR’s transition toward a more data-driven and digitally enabled operating model.
Scope:
- Enterprise-wide / global scope
- Covers all regions, functions, and business units
- Interfaces with multiple HR systems and enterprise data platforms
- High visibility and impact across HR and Finance leadership
EDUCATION, LANGUAGE, SKILLS & QUALIFICATIONS
- Master’s degree in human resources, business analytics, data science, finance, or a related field
- Fluent in English – verbal and written
ESSENTIAL EXPERIENCE & KNOWLEDGE / TECHNICAL OR FUNCTIONAL COMPETENCIES
- 10+ years of experience in people analytics, HR systems, data & analytics, or workforce reporting in a global organization
- Proven experience in:
- Implementing or significantly contributing to enterprise data platforms (e.g. Data Lake, data hubs, analytics platforms)
- Working with SuccessFactors and HR data models
- Strong understanding of:
- HR data structures, processes, and end-to-end data flows
- Data governance, data quality, and master data management concepts
- Advanced experience with:
- Power BI and analytical reporting tools
- Excel and data modelling
- Demonstrated ability to:
- Lead complex initiatives without direct people management
- Manage multiple stakeholders with competing priorities
- Move from strategy to hands-on execution
LEADERSHIP COMPETENCIES & PERSONAL STYLE
- Acts as a trusted senior partner to HR and Finance leadership
- Strong ownership mindset with end‑to‑end accountability
- Structured, rigorous, and comfortable working with complexity
- Pragmatic change agent: combines strategic thinking with hands-on delivery
- Communicates clearly and credibly with both technical and non-technical audiences