Maximus is currently seeking a Sr Director-HR Data Analytics (remote).
The Senior Director of HR Data Analytics sets the enterprise strategy, operating model, and governance for HR data, insights, and workforce intelligence across Maximus. This role owns the people analytics roadmap to ensure leaders have trusted, timely insights to make high-impact workforce decisions. The Senior Director partners with key stakeholders to translate enterprise priorities into measurable outcomes, strengthen workforce planning, elevate the employee experience, and improve operational performance. The role leads a high-performing team, manages key vendor and platform relationships, and ensures analytics practices meet standards for privacy, security, compliance, and ethical use of data and AI.
Key Responsibilities
Team Leadership
• Lead, coach, and grow a multi-disciplinary team (analytics, data engineering, and/or reporting); set priorities, operating rhythms, and performance expectations aligned to enterprise needs.
• Build organizational capability through talent strategy, succession planning, and knowledge management; manage budgets and vendor performance to deliver high-quality, reliable analytics services.
HR Analytics & Insights
• Set the enterprise people analytics strategy, including executive dashboards and an integrated insights cadence for the HR Leadership Team and business executives.
• Oversee advanced analytics (e.g., predictive modeling) to quantify drivers of retention, performance, engagement, and productivity at enterprise scale.
• Deliver board- and executive-ready narratives that connect workforce insights to business outcomes, risk, and investment decisions.
• Establish disciplined methodologies for insight generation (data validation, assumptions, documentation, and reproducibility) and set quality standards for enterprise reporting.
• Assess and prioritize AI use cases across the HR function, partnering with HRBPs and Centers of Excellence to identify high-value opportunities
• Build team capability in AI-assisted analytics tools, including prompt engineering, output validation, and critical evaluation of model results
• Translate AI-generated insights into actionable narratives for CHRO and executive audiences, ensuring findings are communicated with appropriate confidence levels and caveats
• Maintain data lineage documentation so that any metric or prediction can be traced back to its source, logic, and assumptions
• Govern access permissions for AI-generated outputs, ensuring sensitive insights are restricted to appropriate audiences
• Serve as an internal advocate for responsible AI use, raising concerns when AI applications risk producing inequitable or legally problematic outcomes
Strategic Workforce Intelligence
• Facilitate enterprise workforce intelligence in partnership with Talent Acquisition, Learning, Total Rewards, HRBPs, and Finance to inform multi-year workforce and skills strategies.
• In partnership with the Strategic Workforce Planning (SWP) team, support forecasting, scenario planning, and capacity models; translate strategic plans into demand/supply insights, leading indicators, and quantified trade-offs.
Data Quality, Governance & Infrastructure
• Own enterprise HR data governance for people analytics, including platform strategy, vendor partnerships, and integration with enterprise data/BI ecosystems.
• Establish and enforce enterprise measurement standards (definitions, hierarchies, metadata, and stewardship) to ensure a single source of truth for workforce metrics.
• Ensure data privacy, security, and compliance practices (including retention and access controls) are embedded in analytics products and AI-enabled workflows.
• Define the analytics technology roadmap in partnership with the Technology team; evaluate, select, and govern tools to improve insight delivery, automation, and self-service analytics across HR and the enterprise.
Cross-Functional Partnership
• Serve as the enterprise people analytics advisor to the CHRO and HR Leadership Team, shaping decisions through data-driven perspectives and measurable outcomes.
• Lead analytics support for enterprise initiatives (e.g., growth, transformation, M&A integration, skills strategy), aligning metrics, governance, and change adoption.
• Influence senior stakeholders across HR, Technology, Finance, and operations; establish engagement models, service levels, and governance forums that enable enterprise-wide alignment.
