HR Workforce Intelligence, Strategy & Portfolio Manager

About the Role:

The HR Workforce Intelligence, Strategy & Portfolio Manager will lead strategic initiatives within the HR Workforce Intelligence team, which is responsible for reporting, analytics, and data science for an HR organization supporting > 20,000 employees. This role will manage strategy and portfolios that enable advanced analytics, predictive modeling, and data-driven decision-making across HR. Reporting to the VP of Advanced Technology and Workforce Intelligence, the position serves as a trusted advisor to leadership, driving innovation and operational excellence in workforce intelligence.
Responsibilities:

Executive Advisory & Strategic Alignment

• Serve as a trusted advisor to the VP of Advanced Technology and Workforce Intelligence, providing insights and recommendations on strategic priorities.

• Align team initiatives with enterprise HR strategy and ensure consistent communication of goals and progress.

• Prepare executive-level presentations, reports, and dashboards for senior leadership and board-level discussions.

Innovation & Continuous Improvement

• Stay ahead of emerging trends in HR analytics, AI, and workforce planning to recommend innovative solutions.

• Lead initiatives to automate manual processes and enhance scalability of reporting and analytics.

• Foster a culture of experimentation and learning within the HR Workforce Intelligence team.

Analytics & Data Strategy Enablement

• Partner with HR analytics and data science teams to translate business challenges into actionable insights and scalable solutions.

• Drive automation and productization of reporting processes to enhance efficiency and reduce ad hoc requests.

• Facilitate steering committees and executive updates to maintain alignment and transparency.

Project & Portfolio Management

• Collaborate on planning, execution, and governance of HR analytics and workforce intelligence projects, ensuring alignment with strategic priorities and timely delivery.

• Manage risk assessment and stakeholder communication across multiple concurrent projects.

• Implement best practices, leveraging agile methodologies and continuous improvement principles.

Stakeholder Engagement & Communication

• Liaison between HR Workforce Intelligence and cross-functional teams (HRIS, Compensation, Payroll, HRSD, etc.) to ensure quality execution.

• Communicate complex concepts clearly and persuasively to influence decision-making and adoption of innovative solutions.

• Build strong relationships with internal to support enterprise-wide HR programs and analytics capabilities.

Change Management & Adoption

• Drive change management strategies to ensure successful adoption of new workforce intelligence tools and processes.

• Develop change management plans (e.g. communication, training) to support stakeholders through transitions.

• Monitor adoption metrics and adjust strategies to maximize engagement and impact.

Education & Experience:

• Bachelor’s degree in Human Resources, Business Administration, Data Analytics, or related field (or work experience in lieu of)

• Advanced degree (MBA, MS in Analytics, or similar) preferred.

• 8+ years of experience in HR, workforce analytics, or related fields.

• Proven track record of managing complex projects and portfolios in a global HR environment.

• Experience in HR data platforms (Workday, Power BI, Glint) and advanced analytics tools.

• Strong understanding of data governance, compliance, and privacy regulations.

• Experience with predictive modeling, AI/ML applications, and emerging HR technologies.

• Demonstrated ability to lead cross-functional teams and influence senior stakeholders.

• Skilled in project execution, prioritization, and resource management.

• Excellent communication and storytelling skills to translate data into actionable insights.

• Ability to work independently and provide strategic guidance in complex situations.

LI-Hybrid

To maintain a fair and genuine hiring process, we kindly ask that all candidates participate in interviews without the assistance of AI tools or external prompts. Our interview process is designed to assess your individual skills, experiences, and communication style. We value authenticity and want to ensure we’re getting to know you—not a digital assistant. To help maintain this integrity, we ask to remove virtual backgrounds and include in-person interviews in our hiring process. Please note that use of AI-generated responses or third-party support during interviews will be grounds for disqualification from the recruitment process.

Applicants may be required to appear onsite at a Wolters Kluwer office as part of the recruitment process.