Why choose between doing meaningful work and having a fulfilling life? At MITRE, you can have both. That's because MITRE people are committed to tackling our nation's toughest challenges—and we're committed to the long-term well-being of our employees. MITRE is different from most technology companies. We are a not-for-profit corporation chartered to work for the public interest, with no commercial conflicts to influence what we do. The R&D centers we operate for the government create lasting impact in fields as diverse as cybersecurity, healthcare, aviation, defense, and enterprise transformation. We're making a difference every day—working for a safer, healthier, and more secure nation and world. Our workplace reflects our values. We offer competitive benefits, exceptional professional development opportunities, and a culture of innovation that embraces diversity, inclusion, flexibility, collaboration, and career growth. If this sounds like the choice you want to make, then choose MITRE—and make a difference with us.

　　Department Summary:

　　Manager, People Analytics and Reporting

　　Purpose of Job

　　The Manager, People Analytics and Reporting is a member of the Total Rewards Leadership Team, responsible for providing strategic leadership and management of the People Analytics and Reporting Team. The People Analytics and Reporting team primarily focuses on creating sustainable enterprise reporting suites and services, supporting business intelligence and work force analytics, while delivering insights and trends to internal stakeholders. This job focuses primarily on cultivating people data from the Workday HR system and processes, benchmarking industry data and building capabilities for the leadership team to make strategic decisions. More specifically, this role focuses on storytelling through analytics, creating dashboards and visualizations, creating reports, and presenting findings to leaders. Creation and tracking of leading-edge people analytics and how they correlate to business outcomes, while leading a team on developing best practices and capabilities in this area is of critical importance. The Manager, People Analytics and Reporting will report to the Director of Total Rewards, HR Technology and Employee Services.

　　Essential Job Functions

　　The primary responsibilities of the Manager, People Analytics and Reporting:

　　Converts datasets into insights that support the design, delivery, and measure the impact of HR and overall people strategy.

　　Proactively identifies trends, relationships and opportunities that help HR develop targeted intervention strategies.

　　Gathers qualitative and quantitative data from a multitude of internal sources to inform insights, results, and the employee experience.

　　Understands and builds metrics aligned to business outcomes related to delivery, utilization, and workforce planning.

　　Tracks, analyzes, and reports people/demographic key performance metrics and related data to evaluate progress towards the goals and effectiveness of HR programs and initiatives. Builds short, medium, and long-term service delivery model for the People Analytics and Reporting Team

　　Serve as business partner and consultant to Human Resources during annual goal setting and in the development of mechanisms to track KPIs for people programs and initiatives.

　　Provide analytical answers to strategic questions about talent processes and stages within the employee lifecycle that influence hiring and retention goals.

　　Interprets data and effectively communicates relevant and meaningful findings to stakeholders and leaders including the development of presentations, briefings, and white papers that use data to show and tell the HR story.

　　Capability to build analytics within Workday and/or other databases to provide analytics and insights beyond reporting.

　　Leading, coaching, managing, and developing the People Analytics and Reporting team.

　　Required Education, Experience, Knowledge, and Skills

　　Requires a minimum of 10 years of related experience with a bachelor’s degree; or 8 years and a Master’s degree; or a PhD with 5 years’ experience; or equivalent combination of related education and work experience, with at least one year of experience managing a team.

　　Prior experience setting up an HR Analytics function or leading and managing an existing function.

　　A minimum of two years directly managing people and/or teams.

　　In-depth knowledge of Workday reporting tools, including custom report creation, calculated fields, and report optimization.

　　Proven working experience as a Data Analyst or Business Data Analyst with deep analytical skills and the ability to collect, organize, analyze, and disseminate significant data set with accuracy.

　　Adept at queries, report writing, scripts, and presenting findings in a way that’s both visually appealing and comprehendible to non-technical staff.

　　Ability to thrive in an ambiguous, dynamic, fast-paced environment.

　　Ability to develop and present reports for all levels of management and key stakeholders that are clear, convincing, informative, engaging, unambiguous, and uniquely tailored to suit different audiences.

　　Experienced in consulting with internal stakeholders to identify and define and evaluate opportunities to determine the best solution.

　　Flexible and proactive problem solver with the ability to collaborate across departments and team with centers of excellence.

　　Demonstrated success in a dynamic, frequently changing, and fast paced environment.

　　Models' managerial courage and consistency to share hard observations and influence leaders “to do the right thing.”

　　Preferred Skills

　　At least three years utilizing HR data to support Workforce Analytics or People Analytics teams.

　　Prior experience utilizing a suite of HR analytical tools to support actionable insights, insights for people managers, comprehensive data integration, workforce analytics, engagement, using Tableau, PowerBI, Crunchr, Qualtrics, Visier, CharHop, Sisense, or comparable tools.

　　Prior experience setting up dynamic reporting to distribute reports to various internal customers.

　　This requisition requires the candidate to have a minimum of the following clearance(s):

　　None

　　This requisition requires the hired candidate to have or obtain, within one year from the date of hire, the following clearance(s):

　　None

　　Work Location Type:

　　Hybrid

　　MITRE is proud to be an equal opportunity employer. MITRE recruits, employs, trains, compensates, and promotes regardless of age; ancestry; color; family medical or genetic information; gender identity and expression; marital, military, or veteran status; national and ethnic origin; physical or mental disability; political affiliation; pregnancy; race; religion; sex; sexual orientation; and any other protected characteristics. For further information please visit the Equal Employment Opportunity Commission website EEO is the Law Poster (https://www.eeoc.gov/sites/default/files/2022-10/22-088_EEOC_KnowYourRights_10_20.pdf) and Pay Transparency (https://www.dol.gov/sites/dolgov/files/OFCCP/pdf/pay-transp_%20English_formattedESQA508c.pdf) .

　　MITRE intends to maintain a website that is fully accessible to all individuals. If you are unable to search or apply for jobs and would like to request a reasonable accommodation for any part of MITRE’s employment process, please email [email protected] .

　　Copyright © 2024, The MITRE Corporation. All rights reserved. MITRE is a registered trademark of The MITRE Corporation. Material on this site may be copied and distributed with permission only.

　　Benefits information may be found here (https://careers.mitre.org/us/en/benefits)