Company Description
LinkedIn is the world’s largest professional network, built to create economic opportunity for every member of the global workforce. Our products help people make powerful connections, discover exciting opportunities, build necessary skills, and gain valuable insights every day. We’re also committed to providing transformational opportunities for our own employees by investing in their growth. We aspire to create a culture that’s built on trust, care, inclusion, and fun – where everyone can succeed.
Join us to transform the way the world works.
Job Description
This role will be based in Sunnyvale/Mountain View or San Francisco.
At LinkedIn, we trust each other to do our best work where it works best for us and our teams. This role offers a hybrid work option, meaning you can both work from home and commute to a LinkedIn office, depending on what’s best for you and when it is important for your team to be together.
The People Analytics team within LinkedIn’s Global Talent Organization (GTO) is at the forefront of using data to shape the company’s talent strategy. We empower business leaders to make informed decisions through insights that drive key talent outcomes. As we continue to expand our influence, we are looking for a Senior Manager, People Analytics to serve as a strategic partner to LinkedIn’s functions e.g. Engineering, Product, Talent Management.
In this role, you will lead people analytics efforts across a functional area, working directly with senior business leaders to inform strategies that shape LinkedIn’s workforce. You will oversee the development of data-driven solutions, lead impactful initiatives, and influence the broader people strategy. The ideal candidate will possess deep expertise in HR analytics, a strong ability to drive action through data, and the leadership skills needed to influence at the executive level.
Responsibilities:
- Strategic Partnership with Functional Leadership: Serve as the primary people analytics partner to key business leaders both within and outside of HR. Use data-driven insights to shape strategic initiatives that improve workforce effectiveness, employee engagement, and overall talent outcomes.
- Data-Driven Decision Making: Lead the development and delivery of robust analytics solutions that inform functional talent strategies. Leverage data to guide decisions around talent acquisition, organizational health, learning and development, compensation equity, and diversity and inclusion initiatives.
- Executive Influence & Reporting: Partner with senior leadership to create comprehensive reports and dashboards that provide visibility into talent trends and outcomes. Present findings and actionable recommendations to influence decision-making at the highest levels of the organization.
- Talent Strategy Alignment: Collaborate with central people analytics team to align people analytics efforts with key business priorities. This will include a two-way partnership across core and functional teams.
- Advanced Analytics & Insights: Oversee the design and execution of complex data analyses that address critical talent challenges. Provide thought leadership on advanced analytics methodologies, predictive modeling, and reporting frameworks that enhance decision-making within the functions.
- Team Leadership & Development: Build, lead, and mentor a high-performing team of people analytics professional(s). Foster a culture of innovation, accountability, and collaboration, ensuring the team consistently delivers high-impact solutions.
- Cross-Functional Collaboration: Work closely with cross-functional partners across LinkedIn, including HRBPs, Talent Acquisition, and the broader GTO teams, to drive data integration and alignment of insights. Navigate complex organizational structures and competing priorities to ensure successful execution of key initiatives.
- Continuous Improvement & Innovation: Identify opportunities for continuous improvement in how analytics are delivered and consumed by functional teams. Define scalable solutions and tools that drive efficiency and allow for rapid response to evolving business needs.
Qualifications
Basic Qualifications:
- Bachelor’s degree in Business, Economics, Data Science, Human Resources, IO Psychology or related field.
- 10+ years of experience in people analytics, HR strategy, or a related field with a focus on data-driven decision-making and strategic influence.
- Demonstrated experience using SQL, Excel, and data visualization tools (e.g., Tableau, PowerBI)
Preferred Qualifications:
- MBA/Advanced degree.
- Ability to deliver complex analyses and present insights to senior leadership.
- Extensive experience in people analytics, with a proven ability to influence talent strategies at the executive level.
- Deep understanding of key HR domains including Talent Acquisition, Compensation, Talent Development, and DIBs, with the ability to translate data into strategic recommendations.
- Exceptional leadership and team management skills, with experience leading high-performing analytics teams in fast-paced environments.
- Strong communication and storytelling abilities to distill complex data insights into compelling, action-oriented recommendations.
- Expertise in advanced analytics techniques, including predictive modeling and data visualization, to identify trends and influence business outcomes.
- Ability to navigate ambiguity, drive innovation, and continuously improve analytics capabilities in response to business needs.
- Proven success in partnering with senior executives to drive talent strategy and organizational change through data.
Suggested Skills:
- Data Analytics
- Strategic Mindset
- Communication
LinkedIn is committed to fair and equitable compensation practices.
The pay range for this role is $137,000 to $224,000. Actual compensation packages are based on several factors that are unique to each candidate, including but not limited to skill set, depth of experience, certifications, and specific work location. This may be different in other locations due to differences in the cost of labor.
The total compensation package for this position may also include annual performance bonus, stock, benefits and/or other applicable incentive compensation plans. For more information, visit https://careers.linkedin.com/benefits.
Additional Information
Equal Opportunity Statement
LinkedIn is committed to diversity in its workforce and is proud to be an equal opportunity employer. LinkedIn considers qualified applicants without regard to race, color, religion, creed, gender, national origin, age, disability, veteran status, marital status, pregnancy, sex, gender expression or identity, sexual orientation, citizenship, or any other legally protected class. LinkedIn is an Affirmative Action and Equal Opportunity Employer as described in our equal opportunity statement here: EEO Statement_2020 - Signed.pdf.
Please reference the following information for more information: https://legal.linkedin.com/content/dam/legal/LinkedIn_EEO_Statement_2020.pdf.
Please reference the following information for more information: https://www.eeoc.gov/sites/default/files/2023-06/22-088_EEOC_KnowYourRights6.12ScreenRdr.pdf and
https://www.dol.gov/ofccp/regs/compliance/posters/pdf/OFCCP_EEO_Supplement_Final_JRF_QA_508c.pdf for more information.
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If you need a reasonable accommodation to search for a job opening, apply for a position, or participate in the interview process, connect with us at accommodations@linkedin.com and describe the specific accommodation requested for a disability-related limitation.
Reasonable accommodations are modifications or adjustments to the application or hiring process that would enable you to fully participate in that process. Examples of reasonable accommodations include but are not limited to:
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A request for an accommodation will be responded to within three business days. However, non-disability related requests, such as following up on an application, will not receive a response.
LinkedIn will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by LinkedIn, or (c) consistent with LinkedIn's legal duty to furnish information.
San Francisco Fair Chance Ordinance
Pursuant to the San Francisco Fair Chance Ordinance, LinkedIn will consider for employment qualified applicants with arrest and conviction records.
Pay Transparency Policy Statement
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Please follow this link to access the document that provides transparency around the way in which LinkedIn handles personal data of employees and job applicants: https://legal.linkedin.com/candidate-portal.
