ADP
ADP is hiring a Senior Director, People Analytics to be based in our Roseland, NJ office.
TheSenior Director, People Analyticsplays a key leadership role in ADP’s enterprise-wide people analytics strategy and capability. This role is accountable for proactively identifying opportunities where analytics can drive key outcomes, and translating insights into decisions and actions that enhance the employee experience, and enable business growth. The role will partner with senior HR and business leaders to uncover trends, predict workforce needs, and guide strategies that advance talent acquisition, development, retention, and engagement.
Key Responsibilities:
Understand and help drive the People Analytics vision, strategy, and roadmap.
Partner with both HR and business leaders to
co-create proactive analytics solutions that uncover opportunities, optimize performance, and inform strategic choices
across functions.
Collaborate across a wide range of HR areas (Talent, Reward, Talent Acquisition, Diversity, etc) to drive data based, informed decision making within HR and the business.
Anticipate and investigate
business and talent challenges before they are escalated—providing predictive, data-driven insights and
strategic recommendations
that shape workforce and organizational decisions.
Develop and refine executive-ready presentations that articulate complex insights clearly, persuasively, and visually.
Coach leaders on interpreting insights and making analytics part of strategic discussions.
Develop and maintain relationships with key stakeholders at all levels in the organization.
Lead a team of people analysts who partner with business leaders, HR executives, and functional stakeholders to transform how talent and workforce decisions are made.
Stay up to date on the latest trends in people data and analytics including
AI- and ML-powered predictive modeling, generative insights, and responsible data practices .
Qualifications
Education:
Bachelor’s degree in Analytics, Business, Data Science, Economics, I/O Psychology, or a related field (Master’s preferred) OR equivalent experience.
Experience:
10 years(+) of progressive leadership experience in People Analytics, Data Science, or Workforce Strategy, ideally within large, complex organizations.
Skills & Competencies:
Proven ability to integrate people analytics into organizational strategy, linking outcomes to ROI, cost-benefit analysis, and business KPIs.
Prior success in scaling people analytics capabilities from reporting to predictive insights.
Strong understanding of HR technology ecosystems (ADP, SuccessFactors, etc.) and modern data platforms (e.g., AWS, Azure, Power BI, Tableau).
Demonstrated ability to translate analytics into business impact and executive-level storytelling.
Exceptional stakeholder management and cross-functional collaboration skills with the ability to operate at both a strategic and operational level.
Solid understanding of HR processes, workforce planning, and talent management best practices.
Immaculate attention to detail and a keen eye towards visual presentation of work product.
Knowledge of AI/ML applications in HR and responsible data use frameworks.
Awareness of industry trends, regulatory requirements, and workforce competitiveness.
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TheSenior Director, People Analyticsplays a key leadership role in ADP’s enterprise-wide people analytics strategy and capability. This role is accountable for proactively identifying opportunities where analytics can drive key outcomes, and translating insights into decisions and actions that enhance the employee experience, and enable business growth. The role will partner with senior HR and business leaders to uncover trends, predict workforce needs, and guide strategies that advance talent acquisition, development, retention, and engagement.
Key Responsibilities:
Understand and help drive the People Analytics vision, strategy, and roadmap.
Partner with both HR and business leaders to
co-create proactive analytics solutions that uncover opportunities, optimize performance, and inform strategic choices
across functions.
Collaborate across a wide range of HR areas (Talent, Reward, Talent Acquisition, Diversity, etc) to drive data based, informed decision making within HR and the business.
Anticipate and investigate
business and talent challenges before they are escalated—providing predictive, data-driven insights and
strategic recommendations
that shape workforce and organizational decisions.
Develop and refine executive-ready presentations that articulate complex insights clearly, persuasively, and visually.
Coach leaders on interpreting insights and making analytics part of strategic discussions.
Develop and maintain relationships with key stakeholders at all levels in the organization.
Lead a team of people analysts who partner with business leaders, HR executives, and functional stakeholders to transform how talent and workforce decisions are made.
Stay up to date on the latest trends in people data and analytics including
AI- and ML-powered predictive modeling, generative insights, and responsible data practices .
Qualifications
Education:
Bachelor’s degree in Analytics, Business, Data Science, Economics, I/O Psychology, or a related field (Master’s preferred) OR equivalent experience.
Experience:
10 years(+) of progressive leadership experience in People Analytics, Data Science, or Workforce Strategy, ideally within large, complex organizations.
Skills & Competencies:
Proven ability to integrate people analytics into organizational strategy, linking outcomes to ROI, cost-benefit analysis, and business KPIs.
Prior success in scaling people analytics capabilities from reporting to predictive insights.
Strong understanding of HR technology ecosystems (ADP, SuccessFactors, etc.) and modern data platforms (e.g., AWS, Azure, Power BI, Tableau).
Demonstrated ability to translate analytics into business impact and executive-level storytelling.
Exceptional stakeholder management and cross-functional collaboration skills with the ability to operate at both a strategic and operational level.
Solid understanding of HR processes, workforce planning, and talent management best practices.
Immaculate attention to detail and a keen eye towards visual presentation of work product.
Knowledge of AI/ML applications in HR and responsible data use frameworks.
Awareness of industry trends, regulatory requirements, and workforce competitiveness.
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