Director II, Advanced Analytics Workforce Strategy & Intelligence

Candidates who live within 50 miles of Boston, MA; Portsmouth, NH; Seattle, WA; Indianapolis, IN; Columbus, OH; or Plano, TX will follow a hybrid schedule, coming into the office two days per week. Otherwise, this role is remote.

Hiring Manager: Anthony Lewis

Liberty Mutual is seeking a strategic and forward-thinking leader to join the People, Purpose & Brand (PP&B) Workforce Strategy & Intelligence (WS&I) team. As an extended member of the GRS Business Advisory Leadership Team, this role partners with senior business and talent leaders to shape workforce decisions through strategic workforce planning, workforce intelligence, and advanced analytics.

The Director II, Advanced Analytics lead and develops two analysts and provides engagement leadership to a broader matrixed team of consultants and analysts. This role partners closely with Executives, Talent, Finance, and operational leaders to anticipate workforce needs, identify talent risks and opportunities, and inform decisions that enable business strategy.

In addition to leading a team, this role helps shape the operating model and future direction of Workforce Strategy & Intelligence, advancing the organization's ability to integrate talent, financial, operational, and external labor market insights into a cohesive workforce intelligence capability.

Key Responsibilities

Strategic Workforce Planning Leadership

• Lead enterprise and business-unit Strategic Workforce Planning (SWP) engagements, partnering with executives to align workforce strategies with business priorities, market trends, organizational transformations, and the future of work.
• Facilitate workforce strategy discussions with senior leaders, helping identify critical capability needs, workforce gaps, talent risks, and opportunities.
• Develop workforce scenarios and recommendations related to skills, workforce supply and demand, organizational design, automation, AI adoption, and evolving workforce requirements.

Workforce Intelligence & Analytics

• Advance workforce intelligence by integrating talent, financial, operational and labor market trends and data into actionable insights and recommendations.
• Connect workforce actions to business performance, operating outcomes, workforce cost, risk, and long-term capability needs.
• Direct complex workforce analyses, including skills and capability gap assessments, workforce supply-and-demand modeling, scenario planning, turnover and retention, promotion and mobility, organizational health and sentiment, and labor market or competitor intelligence.

Consulting, Influence & Decision Support

• Serve as the trusted GRS workforce strategy advisor, owning talent relationships and the assigned work portfolio.
• Synthesize complex findings into clear executive narratives, options, and recommendations that enable decisions and action.
• Tailor insights to the audience, facilitate decision-making conversations, and influence stakeholders through concise communication, data visualization, and storytelling.

Team Leadership & Operating Model Development

• Lead and develop a team of workforce consultants and analysts, providing coaching, career development, and strategic direction.
• Foster a culture of curiosity, collaboration, innovation, and continuous learning.
• Help shape and evolve the Workforce Strategy & Intelligence operating model, identifying opportunities to improve processes, service delivery, analytical capabilities, and stakeholder engagement.
• Establish and maintain consistent methodologies, tools, and best practices across workforce planning and workforce intelligence engagements.

Workforce Reporting & Monitoring

• Oversee workforce monitoring and reporting processes, ensuring the delivery of accurate, relevant, and actionable workforce metrics.
• Guide the development of dashboards, scorecards, and executive reporting that support ongoing workforce decision-making and utilize modern technology.
• Ensure workforce intelligence products evolve to meet changing business priorities and stakeholder needs.