Senior Manager, Talent Analytics & Assessment Science

Job Location

Job Description

Role Overview

We are seeking a strategic and innovative leader to use analytics, research, assessment science, and technology to improve talent decisions and organizational outcomes. This individual will partner with HR, Talent Acquisition, business, and technology leaders to solve complex workforce questions and build scalable, evidence-based solutions. The ideal candidate brings analytical rigor, business acumen, stakeholder leadership, and interest in working across both/either workforce insights and selection assessment spaces.

Potential Work Areas

The individual may work in one or both of the following areas, based on business needs, experience, and interests:

• Talent Analytics & Insights: Use workforce data, employee listening, research, and technology to generate insights on employee experience, retention, leadership pipeline health, workforce planning, and organizational effectiveness; develop scalable analytics and decision-support capabilities.
• Selection & Assessment: Apply assessment science, psychometrics, research, and technology to develop, validate, evaluate, and improve selection approaches that support effective, fair, and evidence-based talent acquisition decisions.

Key Responsibilities

Depending on assignment, responsibilities may include:

• Lead high-impact analyses and research related to employee experience, retention, leadership pipeline health, workforce planning, organizational effectiveness, selection, and assessment.
• Partner with HR, Talent Acquisition, and business leaders to identify priorities, diagnose challenges, and translate evidence into actionable recommendations.
• Design and evaluate employee listening, research, measurement, selection, and assessment approaches using quantitative and qualitative methods.
• Lead the development, validation, implementation, and continuous improvement of analytics products, assessments, dashboards, and decision-support tools.
• Translate complex findings into compelling stories, recommendations, and executive-ready communications.
• Partner with IT, Data & Analytics, legal/privacy partners, and external providers to deliver new systems, scalable solutions, and pilots.
• Drive responsible experimentation and adoption of AI and emerging technologies across talent analytics and assessment.
• Build HR capability, enable effective use of tools and insights, and lead multiple complex initiatives in a matrixed environment.

Job Qualifications

Required

• Advanced degree in Industrial-Organizational Psychology, Organizational Behavior, Behavioral Science, Human Capital Analytics, Data Science, Statistics, or a related discipline.
• Experience applying analytics, research, measurement, psychometrics, or assessment expertise to talent or organizational challenges.
• Demonstrated ability to lead cross-functional initiatives, influence senior stakeholders, and convert business questions into analytical or research approaches.
• Strong strategic thinking, project management, data storytelling, and written and verbal communication skills.
• Interest in and willingness to work in Talent Analytics & Insights and Selection & Assessment spaces.
• Ability to navigate ambiguity, transformation, and multiple competing priorities.

Preferred

• PhD in Industrial-Organizational Psychology or a related discipline.
• Experience in one or more of the following: people analytics, employee listening, employee experience, employee selection, assessment development or validation, talent management, or organizational research.
• Knowledge of psychometrics, validation strategies, fairness and adverse-impact analysis, assessment governance, and candidate experience.
• Experience with Power BI, R, Python, SQL, or related analytics and visualization tools.
• Experience developing or implementing scalable HR analytics, assessment, technology, or AI-enabled solutions.
• Understanding of employee data privacy, data governance, and responsible AI.

At P&G, we believe that diverse experiences help build strong leaders. Mobility is a key component of many management careers, providing opportunities to grow through different assignments, locations, and business challenges. Candidates should be prepared to consider relocation opportunities throughout their career as business needs and development opportunities arise.

Compensation for roles at P&G varies depending on a wide array of non-discriminatory factors including but not limited to the specific office location, role, degree/credentials, relevant skill set, and level of relevant experience. At P&G compensation decisions are dependent on the facts and circumstances of each case. Total rewards at P&G include salary + bonus (if applicable) + benefits. Your recruiter may be able to share more about our total rewards offerings and the specific salary range for the relevant location(s) during the hiring process.

We are committed to providing equal opportunities in employment. We value diversity and do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.

Immigration Sponsorship is not available for this role. For more information regarding who is eligible for hire at P&G along with other work authorization FAQ’s, please click HERE.

Procter & Gamble participates in E-Verify.

Qualified individuals will not be disadvantaged based on being unemployed.

P&G is dedicated to meeting the needs of applicants requesting an accommodation/adjustment due to a disability in order to complete the online application process. If you have a disability that affects your ability to complete our online application process, please visit our Disability Accommodation Page.

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