Barry Callebaut Group
Website:
barry-callebaut.com
Job details:
Job Description
The
Senior People Analytics Manager is a senior strategic individual contributor role at the core of Barry Callebaut’s HR digital agenda. The role is responsible for the
end-to-end implementation, rollout, and organizational anchoring of the HR Data Lake, sourcing data from SuccessFactors and other HR systems to create a scalable, governed, and future-proof people data foundation.
In parallel, the role holds
global accountability for contingent workforce reporting, ensuring transparency, consistency, and decision-ready insights across external labour populations, in close partnership with HR, Finance, Procurement, IT, and the business.
This role operates with a
global enterprise scope, works closely with senior HR and Finance leaders, and plays a critical role in enabling evidence-based workforce decisions, regulatory compliance, and advanced people analytics.
Main Responsibilities & Scope
- HR Data Lake – Design, implementation & anchoring
- Own the end-to-end implementation of the HR Data Lake, including:
- Data sourcing from SuccessFactors and other HR-related systems
- Definition of data models, entities, and core people metrics
- Alignment with enterprise data architecture and IT standards
- Act as the global business owner for the HR Data Lake and workforce reporting domain/platform:
- Translate HR, Finance and business requirements into governed, trusted and scalable data and reporting solutions
- Define priorities, milestones, and success criteria in collaboration with IT and external partners
- Lead the rollout and organizational anchoring of the solution:
- Ensure adoption across Global HR, HRBPs, and COEs
- Define standards, best practices, and documentation for sustainable usage
- Own the long-term governance, evolution and business enablement of the HR Data Lake platform, ensuring scalable, consistent and enterprise-grade workforce data and reporting capabilities beyond the initial implementation phase
- Enforce data governance, data quality, and consistency standards for people data:
- Define ownership, validation rules, and escalation mechanisms
- Ensure a “single source of truth” for core people metrics
- Enable downstream analytics and reporting:
- Implement Power BI and future analytics use cases
- Lay the foundation for advanced analytics and workforce planning capabilities
- External workforce reporting (global accountability)
- Own global reporting for the external workforce, including:
- External workforce populations (e.g. contingent workers, outsource labour)
- Alignment of definitions, metrics, and reporting logic across regions
- Design and maintain standardized global dashboards and datasets for contingent labour:
- In close collaboration with HR, Finance, Procurement, and IT
- Ensure data accuracy, transparency, and comparability, supporting:
- Workforce cost visibility
- Risk management and compliance
- Act as the single point of accountability for contingent workforce reporting topics toward senior stakeholders
- Provide enterprise-wide visibility and governance across contingent workforce populations, enabling workforce cost transparency, workforce planning, compliance, and risk management
- Stakeholder partnership & change enablement
- Partner closely with:
- Global HR leadership and HRBPs
- Finance and FP&A
- IT and Data & Analytics teams
- Transformation and digital initiatives
- Translate complex data topics into clear, decision-ready insights for senior leaders.
- Act as a change agent, supporting HR’s transition toward a more data-driven and digitally enabled operating model.
Scope
- Enterprise-wide / global scope
- Covers all regions, functions, and business units
- Interfaces with multiple HR systems and enterprise data platforms
- High visibility and impact across HR and Finance leadership
Education, Language, Skills & Qualifications
- Master’s degree in human resources, business analytics, data science, finance, or a related field
- Fluent in English – verbal and written
Essential Experience & Knowledge / Technical Or Functional Competencies
- 10+ years of experience in people analytics, HR systems, data & analytics, or workforce reporting in a global organization
- Proven experience in:
- Implementing or significantly contributing to enterprise data platforms (e.g. Data Lake, data hubs, analytics platforms)
- Working with SuccessFactors and HR data models
- Strong understanding of:
- HR data structures, processes, and end-to-end data flows
- Data governance, data quality, and master data management concepts
- Advanced experience with:
- Power BI and analytical reporting tools
- Excel and data modelling
- Demonstrated ability to:
- Lead complex initiatives without direct people management
- Manage multiple stakeholders with competing priorities
- Move from strategy to hands-on execution
LEADERSHIP COMPETENCIES & PERSONAL STYLE
- Acts as a trusted senior partner to HR and Finance leadership
- Strong ownership mindset with end‑to‑end accountability
- Structured, rigorous, and comfortable working with complexity
- Pragmatic change agent: combines strategic thinking with hands-on delivery
- Communicates clearly and credibly with both technical and non-technical audiences
At Barry Callebaut, we are committed to Diversity & Inclusion. United by our strong values, we thrive on the diversity of who we are, where we come from, what we’ve experienced and how we think. We are committed to nurturing an inclusive environment where people can truly be themselves, grow to their full potential and feel they belong.
#oneBC - Diverse People, Sustainable Growth.
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