Senior Director

The Senior Director, Workforce Intelligence (Leader, Workforce Intelligence) establishes systemwide standards for workforce data and analytics, builds enabling capabilities, and oversees people-data governance to drive advanced, evidence-based decision-making across Success Academy. Partnering closely with the People Team, Schooling, Operations, Finance, People Tech, and our Enterprise Data & Analytics leaders, this role connects workforce planning and human capital risk to organizational outcomes — informing decisions from enterprise strategic planning down to department and location staffing. This role must work both independently and collaboratively, striking the right balance between internal capability, prioritizing requests with other departments, and external vendor support, ensuring financial stewardship and sustainable growth of the workforce intelligence function.

Key Responsibilities

Enterprise Workforce Planning

• Lead Strategic Workforce Planning (SWP) for the organization to have the right set of tools to plan, schedule, track, and optimize staffing so the right number of people with the right skills are in the right place at the right time.

• Evaluate, define, and continuously improve methods for forecasting labor demand, start dates, job abandonment, time and attendance tracking, retention/attrition, absence/leave management, and labor optimization in as close to real-time as possible.

• Own enterprise position control and human capital risk analysis, including prioritizing headcount and staffing requests across departments. 

Human Capital Analytics & Insights

• Integrate workforce and HR data into a single intelligence ecosystem.

• Set enterprise KPI frameworks and human capital reporting standards, including but not limited to talent density, applicant-to-hire ratios, time-to-fill, span of control, and retention.

• Provide labor-market and competitor intelligence: job levels, pay practices, talent supply, internal equity, and sourcing trends to strengthen Success Academy’s ability to attract and retain talent.

• Lead market compensation benchmarking and pay-equity analysis to inform banding, leveling, and annual compensation planning decisions. 

• Quantify the impact of compensation, benefits offerings, and experience on attrition, offer acceptance, and time-to-fill; recommend data-driven adjustments to close competitive gaps.

• Lead root cause analysis of high-attrition roles, schools, and departments; identify key drivers around compensation, manager quality, workload, career pathing, and benefits - in partnership with People Partners. 

• Build and maintain abandonment and retention models segmented by role, tenure, locations, performance, and compensation band to enable proactive interaction.

• Translate attrition and retention fingers into concrete recommendations that inform workforce planning, compensation strategy, and talent management programs.

• Report attrition, retention, and workforce-health trends to executive leadership on a recurring cadence, with clear ties to root cause and recommended actions.

Data Governance & Decision Enablement

• Establish and maintain people-data governance, integrity, and usage protocols.

• Build data literacy across People Team and school/operational leaders; convert complex analytics into actionable insights.

• Ensure insights inform daily, weekly, and monthly operating rhythms.

Technology, Build-vs-Buy Strategy

• Shape the workforce analytics roadmap in collaboration with People Tech and Enterprise Data & Analytics.

• Determine and deploy the right balance of self-service vs. support-request capabilities, incorporating AI tools where possible.

• Own vendor strategy and partnership where the organization relies on external data or platforms to optimize workforce outcomes, including but not limited to Workday, ADP, Cigna, One Medical, Dado, Zkipster, Rewards Gateway and Greenhouse.

Leadership & Capability Building

• Lead and influence within a matrixed reporting structure to accomplish goals.

• Develop internal bench strength in analytics, forecasting, and workforce data; serving as a mentor and thought leader across the People Team.

• Foster cross-functional collaboration, accountability, and operational excellence.

• Serve as a trusted advisor to senior and executive leadership on workforce strategy and human capital risk.

Core Competencies

• Leadership: Builds and develops high-impact teams; balances internal capability building with external vendor partnerships.

• Analytical Rigor: Expertise with predictive analytics, forecasting, and human capital data structures; translates complex data into actionable insight.

• Program Management: Establishes systemwide standards and enterprise KPI frameworks; aligns resources and timelines to deliver at scale.

• Communication: Data storytelling and executive influence across People Team and operational leaders.

• Governance & Stewardship: Establishes data governance and ethical-use protocols; ensures financial stewardship of technology investments.

Qualifications

• Master's degree preferred (Business, Industrial & Systems Engineering, Organizational Development, or related field); Bachelor's degree required.

• 10+ years of progressive experience in workforce planning, analytics, or enterprise transformation within complex organizations.

• Expertise with HRIS reporting, workforce planning tools, predictive analytics, and human capital data structures (Workday analytics preferred).

• Exceptional strategic thinking, communication, data storytelling, and executive influence skills.

• Proven success managing complex stakeholder ecosystems, leading change, and driving adoption at scale.