Manager, People Analytics

Summary

The Manager, People Analytics will play a critical role in helping Chobani make more informed, data-driven workforce decisions. This role will own and advance key areas of workforce planning and people analytics, including headcount forecasting, capacity planning, workforce cost management, and visibility into open and planned headcount.

The Manager will partner closely with stakeholders across Human Resources, Finance, Business Intelligence, Talent Acquisition, and business leadership to establish a clear and consistent view of Chobani’s workforce and translate people data into actionable insights.

In addition to workforce planning, this role will support analytics across the broader employee lifecycle, including Talent Acquisition, Talent Development, HR Operations, Total Rewards, retention, and workforce trends. The ideal candidate combines strong analytical capabilities with business acumen and the ability to translate complex workforce data into clear recommendations for senior leaders.

Responsibilities

Workforce Planning & Headcount Management

• Build and own Chobani’s workforce planning model, providing leadership with a forward-looking view of headcount, workforce demand, and associated costs.
• Develop and maintain headcount forecasts in partnership with Finance, HR, and business leaders, incorporating hiring plans, attrition, organizational changes, and other workforce assumptions.
• Lead capacity planning analyses to help determine where additional resources are needed and identify opportunities to optimize workforce allocation.
• Establish a consistent view of approved, open, filled, and planned positions across HR and Finance systems.
• Partner with Finance to strengthen headcount cost management, including forecasting salary and workforce-related expenses against budget and AOP.
• Partner with Talent Acquisition and HR teams to connect positions, requisitions, and hiring activity, enabling clear visibility into the hiring pipeline and its impact on workforce forecasts.
• Identify headcount risks, forecast variances, and emerging workforce trends and proactively surface recommendations to leadership.

People Analytics & Insights

• Develop analyses and reporting that provide leaders with actionable insights across the employee lifecycle.
• Support People Analytics initiatives across areas including:
• Talent Acquisition
• Talent Development
• HR Operations
• Retention and attrition
• Workforce demographics and composition
• Organizational structure and effectiveness
• Compensation and benefits
• Define and standardize key workforce metrics and ensure consistent measurement across HR reporting.
• Identify trends, risks, and opportunities within workforce data and translate findings into clear business recommendations.
• Develop executive-ready reporting and analyses that clearly communicate what is happening, why it is happening, and where action may be required.
• Partner with HR leaders to establish KPIs and measurement frameworks for key talent programs and initiatives.

Cross-Functional Partnership

• Serve as a strategic analytics partner to stakeholders across HR, Finance, Business Intelligence, and business functions.
• Partner closely with Business Intelligence and Data teams to define data requirements, improve underlying data models, and ensure reporting is accurate, scalable, and reliable.
• Collaborate with HRIS and HR Operations teams to improve data quality, governance, and consistency across workforce systems.
• Translate business questions into analytical requirements and ensure insights are presented in a way that enables leadership decision-making.
• Help establish scalable processes, governance, and reporting standards for People Analytics and Workforce Planning.

Requirements

Qualifications

• 5+ years of experience in People Analytics, Workforce Planning, HR Analytics, Finance, Strategic Workforce Planning, or a related analytical function.
• Demonstrated experience developing and maintaining headcount forecasts, workforce plans, or financial/workforce models.
• Strong understanding of workforce metrics and the relationship between headcount, hiring, attrition, capacity, and labor costs.
• Experience partnering cross-functionally with HR, Finance, Talent Acquisition, and data/analytics teams.
• Strong analytical and problem-solving skills with the ability to work with complex datasets and identify meaningful trends.
• Ability to translate quantitative analysis into clear insights and recommendations for both technical and non-technical audiences.
• Strong communication and stakeholder-management skills, including experience working with senior leaders.
• Highly organized and comfortable managing multiple priorities in a fast-paced, evolving environment.
• Bachelor’s degree in Business, Finance, Analytics, Human Resources, Economics, or a related field.

Preferred Qualifications

• Experience with Power BI or another enterprise visualization platform.
• Experience working with HRIS, ATS, workforce management, or financial planning systems.
• Familiarity with SQL, Snowflake, or modern cloud-based data environments.
• Experience supporting annual operating planning, workforce budgeting, or long-range workforce planning.
• Experience building People Analytics capabilities or processes in an organization undergoing significant growth or transformation.