Product Manager, HR Data & People Analytics - Remote, US

Circana is a leading provider of technology, AI, and data solutions for consumer packaged goods companies, manufacturers, and retailers. The role of Product Manager, HR Data & People Analytics involves building a world-class people analytics capability to enhance decision-making and workforce outcomes, while ensuring the integrity and governance of HR data across the organization.

Responsibilities:

• Design, implement, and own an HR data governance framework, including:
• Data ownership and stewardship models
• Data quality standards and controls
• Clear accountability across HRBPs, HR Operations, and employee self‑service
• Develop and maintain HR data dictionaries, definitions, and standards to ensure consistent interpretation and usage of HR metrics company‑
• Establish sustainable processes that prevent future data degradation while enabling flexibility for evolving business needs
• Drive global consistency in HR data standards across regions with varying practices and inputs
• Lead a structured effort to continually assess, clean, and remediate historical HR data where needed within UKG Pro in partnership with leaders across the HR function
• Partner with HR Operations and IT to diagnose and address root causes of data quality issues, not just symptoms
• Provide guidance on UKG best practices, workarounds, and enhancements related to data integrity and reporting
• Establish a trusted, consistent reporting environment, ensuring leaders and partners across HR have confidence in HR metrics and dashboards
• Define and prioritize key workforce metrics across:
• HRBP support and workforce planning
• Talent acquisition and mobility
• Total Rewards (compensation & benefits)
• Compliance and risk
• Global Inclusion & Belonging and Equity Analytics
• Translate complex data into clear, actionable insights for executives and HR leaders
• Create a multi‑year roadmap to evolve from descriptive and diagnostic reporting to predictive and prescriptive people analytics
• Identify opportunities to apply analytics to real business questions (e.g., attrition risk, hiring effectiveness, pay equity, internal mobility)
• Evaluate third‑party analytics and BI tools that could augment or extend UKG capabilities
• Assess and recommend tools that extend HRIS capabilities and advance analytics maturity
• Partner with IT and Finance as needed to align HR analytics with broader enterprise data strategies
• Act as a trusted strategic partner to HR leadership, HRBPs, and HR Operations
• Influence behavioral change by helping stakeholders understand why data standards matter to our collective success and scalability
• Lead enablement efforts, including training, documentation, and change communications, to drive adoption of data standards and best practices
• Balance rigor with pragmatism by prioritizing foundational data management and enabling trust across our HR function

Requirements:

• 8–12+ years of experience in people analytics, or HRIS-related analytics, with demonstrable ownership of complex HR data environments
• Strong hands-on HRIS experience required; UKG Pro strongly preferred
• Proven experience implementing and overseeing data governance frameworks, standards, and data quality programs
• Experience stabilizing HR data environments, particularly in post-implementation or scaling contexts
• Strong understanding of core HR domains, including HR business partnering and workforce planning, talent acquisition and talent management, compensation & benefits / total rewards, compliance and regulatory reporting, diversity, equity, and inclusion analytics
• Advanced capability in HR reporting and analytics, including trend analysis, segmentation, and insight generation
• Experience working with BI and analytics tools (Power BI, Tableau, or similar)
• Familiarity with data modeling concepts, integrations, and enterprise data ecosystems
• Ability to evaluate and recommend third‑party people analytics platforms and solutions
• Demonstrated success operating as a strategic advisor rather than a purely operational team member
• Strong consulting skills—able to challenge assumptions, influence without authority, and navigate complex organizational dynamics
• Ability to balance near‑term execution with long‑term vision
• Previous experience leading a post‑implementation HR data remediation and governance effort
• Experience maturing an organization from ad‑hoc or descriptive reporting to predictive/prescriptive analytics
• Background working closely with senior HR and business leaders in a matrixed environment
• Experience aligning HR analytics with broader enterprise, technical, or financial analytics strategies
• Experience working in global environments with varied data standards and practices