• Build and own a connected people-data ecosystem - Design/maintain integrated data flows across HRIS, talent, engagement, performance, compensation, and business systems for real-time insights, scenario modeling, and executive decision support. • Deliver business-aligned dashboards and insights - Create executive- and manager-facing dashboards linking key people metrics (hiring velocity, attrition, engagement, performance, skills coverage, capacity) to core outcomes like revenue growth, productivity, quality, and customer experience. • Lead predictive analytics and foresight - Develop and deploy models/predictive tools to forecast attrition risk, capability gaps, capacity constraints, performance trends, and talent needs—informing proactive workforce planning, investments, and operational strategy. • Lead People Team operations and service excellence - Oversee end-to-end People Team service delivery, including case management, issue resolution, SLAs, and continuous process improvement to ensure consistent, empathetic, high-quality support. • Drive automation, self-service, and AI innovation - Scale self-service portals, automated workflows, AI-powered tools (e.g., knowledge assistants, intelligent case routing, guided decision support, chat interfaces) to eliminate friction, standardize experiences, and shift capacity toward strategic advisory work. • Steward HRIS, data governance, and employee journeys - Own HRIS configuration, integrations, data integrity, compliance, and governance; architect system-enabled processes that deliver intuitive, consistent experiences across the full employee lifecycle (onboarding → development → offboarding). • Co-lead talent planning and forecasting - Partner closely with Talent Acquisition and People Business Partners to provide analytics-driven headcount forecasting, scenario modeling, skills mapping, and capacity planning aligned to business growth and future needs.