Senior Manager, People Analytics, Insights and AI

About this role



 We are the people who give possibilities purpose

BD is one of the largest global medical technology companies in the world. Advancing the world of health™ is our Purpose, and it’s no small feat. It takes the imagination and passion of all of us—from design and engineering to the manufacturing and marketing of our billions of MedTech products per year—to look at the impossible and find transformative solutions that turn dreams into possibilities. 

 Job Description

Summary:

The Senior Manager of People Analytics, Insights & AI will serve as the strategic and technical leader responsible for advancing how BD uses people data to drive workforce decisions and business performance. This is a senior people-manager role combining deep analytical expertise with a strong emphasis on change leadership, business partnership, and practical adoption of analytics across the enterprise. The position will be reporting to the Director of “People Analytics and Insights”. The right candidate brings not just the ability to build sophisticated models and dashboards, but the business judgment to know what questions matter most, the communication skills to make findings land with senior leaders, and the persistence to drive meaningful change in how people data is used day to day.

Responsibilities:

Strategic Business Partnership & Advisory • Partner with senior HR and business leaders to frame complex workforce challenges as analytical problems with clear, data-driven answers connected to business outcomes.

• Serve as a trusted advisor to HR Business Partners, equipping them with workforce insights and decision support tools that strengthen their strategic impact.

• Translate analytical findings into compelling narratives that anchor the “so what” in business terms for non-technical audiences, including VPs and Senior Directors.

• Proactively identify where people’s analytics can add measurable value and develop structured cases that articulate the problem, solution, and expected impact.

Advanced Analytics & Insight Development • Lead the design and delivery of advanced analytics solutions including predictive modeling, workforce segmentation, attrition risk, talent pipeline assessment, and organizational effectiveness indicators.

• Apply statistical techniques – regression, machine learning, clustering, hypothesis testing – to translate ambiguous business questions into reliable, actionable insights.

• Deliver operational talent reports and KPI scorecards with data-driven narratives that are clear, interpretable, and decision-ready for leadership audiences.

• Collaborate with data engineering and IT partners to integrate HR data from multiple sources and build scalable analytics solutions within BD’s data environment.

• Maintain rigorous standards for data quality, integrity, governance, and documentation across all key HR datasets.

Adoption, Change Leadership & Business Case Development • Own the adoption of people analytics tools and insights across HR and the business – ensuring solutions are understood, trusted, and actively used in decision-making, not just delivered.

• Design and execute change management plans for analytics initiatives, including stakeholder engagement, training, and feedback loops that build confidence and sustain usage.

• Develop well-reasoned business cases for analytics investments, clearly articulating the problem, approach, expected ROI, and success criteria.

• Establish a framework for measuring and communicating the value of people analytics, helping leadership understand what the team delivers and why it matters.

• Embed analytics into existing HR and business workflows, identifying and removing barriers to adoption – whether technical, behavioral, or organizational.

Analytics Visualization & Storytelling • Create executive-ready dashboards, reports, and presentations in Power BI that educate, inform, and influence decisions across HR and business leadership.

• Set a high standard for data storytelling across the team – ensuring outputs are clear, interpretable, and tailored to the audience.

• Build self-service reporting capabilities that increase data accessibility and reduce manual reporting burden across the HR function.

Emerging Technology & AI Awareness • Maintain a working understanding of how AI and generative tools are evolving in the people analytics space, bringing informed perspectives on where BD could responsibly explore these capabilities.

• Partner with Technology and Digital teams to evaluate new tools and platforms, applying sound judgment on accuracy, data privacy, and business relevance.

• Identify opportunities to automate processes and expand team capabilities through practical application of emerging analytics technologies.

Team Leadership & Capability Building • Lead, coach, and develop a team of people analytics professionals, raising the bar on analytical rigor, visualization quality, and effective business communication.

• Drive prioritization and workload management across the team, maintaining a sustainable pace across strategic and operational commitments.

• Build data literacy and analytics capability across the broader HR function through training, knowledge sharing, and stakeholder engagement.

• Champion a culture of continuous improvement – encouraging the team to challenge the status quo, automate manual work, and consistently raise the quality of analytics at BD.

Minimum Required: • Bachelor’s degree in Engineering, Computer Science, Mathematics, Statistics, I/O Psychology, HR Management, or Business Analytics, or a related discipline.

• 8+ years of progressive experience combining HR knowledge, business partnership, and hands-on analytics.

• 5+ years of people or workforce analytics experience with large, complex datasets (may run concurrently with HR experience below)

• 5+ years of applied HR experience across talent acquisition, performance management, compensation, or organizational effec

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