Workforce Intelligence & Analytics Manager

WPP is the creative transformation company. Through One WPP and the Elevate28 transformation agenda, we are building a simpler, more integrated, agile and AI-powered enterprise. WPP’s Performance & Culture Center of Excellence brings together the capabilities that help our people, teams and organisation perform, grow and thrive. Within it, Enterprise Effectiveness aligns WPP’s organisation, workforce and teams around its strategic priorities and enables the change required to deliver them.

The Workforce Intelligence & Analytics Manager is a contract role that will build the evidence base for the workforce and organisation decisions that matter most to WPP. This role will turn fragmented people, organisation and business data into clear insight, forward-looking scenarios and practical recommendations that help leaders decide where to invest, how to shape the workforce and how to organise for performance.

Reporting to the Global Head of Enterprise Effectiveness, you will support the wider Performance & Culture Center of Excellence while working closely with business, People & Culture, Finance, Data and Technology partners. You will establish a trusted workforce-intelligence capability that supports strategic workforce planning and informs priority organisation, workforce, team and people decisions across Enterprise Effectiveness and the wider Performance & Culture Center of Excellence. This is not a traditional reporting role. It combines strategic analytics, internal consulting and leadership of a four-person data and reporting team based in India. You will be expected to work through ambiguity, connect disparate data and systems, and progressively turn fragmented analytics into a more integrated, trusted and usable capability. As a contract appointment, the initial focus will be to establish the core workforce-intelligence approach, strengthen the India-based team and deliver insight against WPP’s highest-priority workforce and organisation questions.

WPP’s transformation requires faster, better choices about work, skills, capacity, organisation and investment. Those choices cannot be made from disconnected dashboards or backward-looking metrics alone. In this role, you will create a more integrated view of the workforce, translate evidence into choices and trade-offs, and help leaders anticipate the implications of AI, changing client demand and new ways of working. The work will directly shape how WPP builds the capabilities, capacity and organisation required for Elevate28.

Build a trusted workforce intelligence capability

• Working with the Global Head of Enterprise Effectiveness, shape and build an enterprise workforce-intelligence approach that connects people, organisation and business data to the decisions leaders need to make.
• Define a focused set of workforce and organisational measures, dashboards and decision-support tools, moving reporting from activity and headcount toward capacity, capability, cost, productivity, risk and value.
• Partner with data owners and technology teams to map fragmented data and systems, define analytical requirements, and strengthen data definitions, quality, accessibility and responsible use, while being clear about limitations and the strength of the evidence.
• Establish repeatable analytical standards, governance and quality controls so insight is trusted, comparable and usable across WPP.
• Apply AI and automation to improve how workforce data is integrated, analysed and translated into decision support, while maintaining appropriate human judgement, transparency and responsible-use standards.

Enable strategic workforce planning

• Help business and People & Culture leaders translate strategy, growth priorities and choices about how work is organised into workforce demand, capability and capacity requirements.
• Build scenarios that show the implications of different choices, including developing, hiring, accessing external capability, automating, augmenting, redeploying and exiting work or roles.
• Assess the current workforce and future talent supply, including critical skills, capacity, cost, location and role mix, highlighting gaps, risks and investment priorities.
• Connect workforce planning to business and financial planning cycles so decisions are timely, owned and grounded in common assumptions.

Deliver forward-looking insight and decision support

• Use statistical analysis, forecasting and scenario modelling to identify emerging workforce and organisational risks, opportunities and patterns.
• Bring structure to ambiguous business questions, identify what can be answered with available data, test hypotheses and distinguish meaningful signals from correlation or noise.
• Turn analysis into clear choices, trade-offs and recommendations for senior leaders, including the consequences of action and inaction.
• Develop concise executive narratives and visualisations that make complex findings understandable without oversimplifying them.

Strengthen organisation and transformation decisions

• Provide analytical support for organisation design, organisational health, inclusion and impact, talent development, team effectiveness and change priorities across Performance and Culture.
• Create baselines and evaluate whether organisation and workforce interventions are improving the intended outcomes.
• Combine quantitative evidence with qualitative insight to explain not only what is happening, but why it matters and where targeted action is needed.
• Identify enterprise patterns across businesses, markets and functions and convert them into practical recommendations for leaders and Enterprise Effectiveness partners.

Scale tools, capability and adoption

• Build practical tools, templates and self-service products that improve the quality and consistency of workforce decisions.
• Coach People & Culture and business partners to interpret workforce insight, challenge assumptions and use scenarios in decision-making.
• Create a clear intake and prioritisation approach that focuses analytical capacity on the highest-value enterprise questions.
• Continuously improve the offer through user feedback, adoption evidence and emerging practice in workforce analytics, AI and organisational science.
• Lead and develop a four-person data and reporting team based in India, setting clear priorities, strengthening analytical and consulting capability, and shifting delivery from fragmented reporting toward higher-value workforce intelligence and decision support.

• Relevant experience applying data and analytics in finance, commercial, operational or other business settings, together with experience in people analytics, workforce intelligence or strategic workforce planning.
• Experience translating business questions into analytical approaches, workforce scenarios and decision-ready recommendations.
• Strong capability in data analysis, forecasting, modelling and visualisation, using appropriate business intelligence or analytical tools.
• Proven experience working through ambiguity and improving a fragmented data and analytics environment by connecting disparate sources and systems, strengthening definitions and quality, and establishing practical governance, privacy and ethical standards.
• Ability to communicate complex findings clearly and influence senior stakeholders in a complex organisation.
• AI fluency, including a practical understanding of how AI and automation can improve analytics, workforce planning and decision support, and how they may reshape work, skills, roles and workforce requirements.
• Experience leading and developing an analytics or reporting team, including setting priorities, assuring quality and building capability across locations.
• A degree in a relevant discipline or equivalent practical experience.

• Experience applying financial, commercial or operational analysis to workforce investment, capacity, productivity or organisation decisions.
• Experience in a complex global, matrixed or multi-business organisation, ideally supporting enterprise transformation or significant workforce change.
• Proficiency with relevant business intelligence, data-visualisation or analytical tools, which may include Power BI, Tableau, SQL, Python or R.
• Postgraduate study or relevant professional qualifications in analytics, finance, strategic workforce planning or a related field.

• A clear enterprise workforce-intelligence proposition focused on the workforce and organisation decisions most critical to One WPP and Elevate28.
• A more integrated and trusted data foundation, with common definitions, practical governance and decision-support tools that connect workforce, organisation, business and financial insight.
• Workforce plans, scenarios and recommendations that materially improve decisions about skills, capacity, location, cost, AI and automation, technology and workforce shape.
• Stronger adoption of workforce insight by business and People & Culture leaders, with greater confidence in what the data can and cannot support.
• A focused, capable India-based team that delivers consistent reporting while building higher-value workforce intelligence and decision-support capability.