Job Locations US-Remote | US-MA-Boston | US-NH-Portsmouth

ID

2026-262140

Position Type

Full-Time

Job Grade

17

Department

0001-04617 PP&B Intelligence & Insights

Market

Corporate Center

Minimum Salary

USD $106,000.00/Yr.

Maximum Salary

USD $197,000.00/Yr.

Typical Starting Salary

$125,000 - $156,000

Recruiter

Susan Hebert

Internal Application Deadline

Thursday, October 22, 2026 5:00 pm EDT

Referral Bonus Eligible?

No

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.

The Workforce Strategy & Intelligence team within People, Purpose & Brand (PP&B) is seeking an experienced candidate with strong analytical, technical, and strategic consulting skills to support Liberty Mutual’s Technology organization. This role partners with senior Technology and talent leaders to address complex workforce questions, shape workforce strategy, and influence talent decisions in a highly dynamic environment.

In this individual contributor role, you will lead complex, high-impact workforce analytics and strategic workforce planning (SWP) initiatives from problem definition through recommendation and action—helping leaders anticipate workforce needs, understand emerging opportunities and risks, and make informed strategic decisions. Success requires the ability to navigate ambiguity, independently structure complex problems, connect insights across multiple domains, and influence senior stakeholders. You will serve as a trusted analytical and strategic partner while helping advance the team’s analytical capabilities, methodologies, and approach to workforce intelligence.

Hiring Manager: Courtney Barlow

Responsibilities:

• Analytics & Insights Delivery: Structure and perform sophisticated workforce analyses across complex internal and external data sources, connecting workforce, business, financial, and talent signals to identify emerging trends, risks, and opportunities. Translate findings into clear executive-level insights, recommendations, and compelling data stories.
• Strategic Workforce Planning: Lead end-to-end strategic workforce planning engagements, including development of workforce hypotheses, supply and demand modeling, skills analysis, gap identification, scenario development, and influencing actionable workforce strategies. Shape analytical approaches and adapt methodologies to address complex and evolving business needs.
• Strategic Consultation & Influence: Serve as a trusted advisor to Technology and talent leaders, independently framing complex workforce questions, challenging and refining assumptions, evaluating trade-offs, and providing data-driven recommendations that influence strategic workforce decisions.
• Workforce Intelligence: Shape and advance workforce intelligence capabilities by integrating internal and external insights across workforce, skills, AI, labor market, financial, and business trends. Identify new approaches and analytical capabilities that strengthen leaders’ ability to anticipate workforce needs and make proactive decisions.
• Stakeholder Leadership: Build and maintain trusted partnerships with senior stakeholders across Technology, HR, Finance, Skills, AI Transformation, and other enterprise priorities. Connect perspectives across functions, navigate competing priorities, and drive alignment around complex workforce opportunities.
• Team Capability & Thought Leadership: Elevate the effectiveness of the broader team by developing and improving analytical approaches, models, tools, and frameworks; sharing expertise; mentoring and advising peers; and serving as a thought partner on complex work. Evaluate emerging technologies and identify opportunities to improve the quality, scalability, and impact of workforce analytics.
• Execution & Agility: Independently lead complex work across multiple priorities in a fast-moving environment with evolving business needs. Demonstrate strong judgment, resourcefulness, and accountability while identifying risks, resolving ambiguity, and driving work from initial problem definition through successful delivery and stakeholder action.

• Bachelor’s degree in Analytics, Business, Human Resources, Economics, or a related field
• 7+ years of experience in analytics, workforce analytics, HR analytics, strategic workforce planning, or a related field
• Advanced analytical and problem-solving skills, with demonstrated ability to independently structure ambiguous problems, fully integrate complex data from multiple sources, identify meaningful patterns, and develop actionable strategic insights
• Demonstrated experience leading complex, cross-functional analytical or strategic initiatives from problem definition through recommendation and implementation
• Proven ability to navigate significant ambiguity, exercise sound judgment with incomplete information, anticipate risks and dependencies, and independently determine the path forward
• Demonstrated ability to connect workforce insights to broader business, financial, technology, and talent strategies and translate analysis into implications for senior leaders
• Exceptional communication, storytelling, and executive presence, with experience translating complex analysis into clear recommendations and influencing senior and non-technical audiences
• Strong consultation and relationship-management skills, with demonstrated ability to challenge assumptions constructively, shape stakeholder thinking, navigate differing perspectives, and build alignment
• Advanced proficiency in SQL/Snowflake, Excel, and Power BI, with demonstrated ability to independently query, combine, transform, and validate complex data across multiple sources and maintain strong ownership of data logic, definitions, and quality
• Demonstrated curiosity and practical experience applying current AI and emerging technologies to improve the quality, efficiency, and scalability of analytical work
• Proven experience leading multiple complex workstreams and projects simultaneously, with strong organizational, prioritization, and project leadership skills
• Demonstrated ability to raise the capability of others through thought leadership, coaching, knowledge sharing, and development of scalable tools, methodologies, or best practices

Employees may apply for a new role after completing 12 months of employment in their current position.

Employees should review all role requirements and apply only for positions for which they are eligible. Hiring processes may vary by country, including differences in procedures, requirements, and timelines. For country-specific details, please consult your local recruiting / HR team.

Only open to US based employees

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