Director, People Analytics

The mission of The New York Times is to seek the truth and help people understand the world. That means independent journalism is at the heart of all we do as a company. It’s why we have a world-renowned newsroom that sends journalists to report on the ground from nearly 160 countries. It’s why we focus deeply on how our readers will experience our journalism, from print to audio to a world-class digital and app destination. And it’s why our business strategy centers on making journalism so good that it’s worth paying for. About the Role We're looking for a hands-on Director of People Analytics to infuse your passion for complex people data into actionable insights that directly inform enterprise-wide HR and business strategies. You will lead the integration of workforce analytics—including recruitment funnel performance, workforce trends, employee listening strategies, and organizational design—into executive decision-making processes. You will help conduct root cause analyses and recommending targeted interventions. You will synthesize data across systems, connect people metrics to operational outcomes (e.g., job architecture initiative), and shape HR strategy to align with evolving business needs. Also, you will play an important role in the design and execution of HR analytics projects, process optimization and administrative effectiveness initiatives, helping identify inefficiencies and opportunities for improvement across HR workflow and delivery. You will develop a team focused on increasing automation, building data quality processes and dashboards. You will report to the Vice President, HR Process and People Analytics. Responsibilities: You will leverage Workday data and analytics modules, and other platforms, to strengthen workforce insights. You will provide proactive and actionable insights on workforce trends, employee engagement, risks, and opportunities using advanced analytics. You will support succession planning, job architecture alignment, compensation planning and organizational design through scenario modeling. You will partner with HR, Finance, Legal and Shared Services, Enterprise Tech to ensure data consistency, governance, accessibility and integration across systems. You will drive data literacy and cultivate a culture of curiosity, enabling the effective use of analytics in daily operations. You will enable HR teams with self-service analytics and reduce manual reporting through automation and scalable tools. You will model thought leadership on workforce analytics, staying current on trends, technologies, and best practices. You will manage a team effectively and in a collaborative manner, creating a positive work environment. Demonstrate support and understanding of our value of journalistic independence and a strong commitment to our mission to seek the truth and help people understand the world. Basic Qualifications: 8+ years of experience in People Analytics, Workforce Planning, or HR Strategy roles 7+ years of management experience, including leading cross-functional teams and project management. Expertise in Workday reporting and analytics; You have strong knowledge of HR processes (talent, culture, performance, retention) and ability to translate them into measurable outcomes. Exceptional analytical, problem-solving, and communication skills, with the ability to influence senior leadership. You can operate independently, anticipate organizational needs, and manage change in a complex and nuanced environment. Demonstrated success in leading analytics initiatives in a global, matrixed environment. Ability to manage multiple priorities and deliver high-impact outcomes under tight timelines. Strong analytical and modeling skills; experience with data visualization tools, such as Excel, SQL, Python, R, and visualization tools like Power BI or Tableau. Preferred Qualifications: You have familiarity with AI-enabled workforce analytics techniques An advanced degree in a related field 1+ years of experience with additional HRIS systems, data visualization tools, and advanced analytics techniques REQ-019110 The annual base pay range for this role is between: $180,000 — $200,000 USD For roles in the U.S., dependent on your role, you may be eligible for variable pay, such as an annual bonus and restricted stock. Benefits may include medical, dental and vision benefits, Flexible Spending Accounts (F.S.A.s), a company-matching 401(k) plan, paid vacation, paid sick days, paid parental leave, tuition reimbursement and professional development programs. For roles outside of the U.S., information on benefits will be provided during the interview process. We’re excited to learn more about you and your experience. To keep our hiring process as fair and authentic as possible, we ask that you submit your own work and not use GenAI tools to generate substantive content during the application and interview process. If you’re an Engineering candidate, we’ll let you know what specific GenAI tools you are permitted to use for your technical assessment. The New York Times Company is committed to being the world’s best source of independent, reliable and quality journalism. To do so, we embrace a diverse workforce that has a broad range of backgrounds and experiences across our ranks, at all levels of the organization. We encourage people from all backgrounds to apply. We are an Equal Opportunity Employer and do not discriminate on the basis of an individual's sex, age, race, color, creed, national origin, alienage, religion, marital status, pregnancy, sexual orientation or affectional preference, gender identity and expression, disability, genetic trait or predisposition, carrier status, citizenship, veteran or military status and other personal characteristics protected by law. All applications will receive consideration for employment without regard to legally protected characteristics. The U.S. Equal Employment Opportunity Commission (EEOC)’s Know Your Rights Poster is available here . The New York Times Company will provide reasonable accommodations as required by applicable federal, state, and/or local laws. Individuals seeking an accommodation for the application or interview process should email [email protected]. Emails sent for unrelated issues, such as following up on an application, will not receive a response. The Company encourages those with criminal histories to apply, and will consider their applications in a manner consistent with applicable "Fair Chance" laws, including but not limited to the NYC Fair Chance Act, the Los Angeles Fair Chance Initiative for Hiring Ordinance, the San Francisco Fair Chance Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the California Fair Chance Act. For information about The New York Times' privacy practices for job applicants click here . Please beware of fraudulent job postings. Scammers may post fraudulent job opportunities, and they may even make fraudulent employment offers. This is done by bad actors to collect personal information and money from victims. All legitimate job opportunities from The New York Times will be accessible through The New York Times careers site . The New York Times will not ask job applicants for financial information or for payment, and will not refer you to a third party to do so. You should never send money to anyone who suggests they can provide employment with The New York Times. If you see a fake or fraudulent job posting, or if you suspect you have received a fraudulent offer, you can report it to The New York Times at [email protected]. You can also file a report with the Federal Trade Commission or your state attorney general .

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