The Learning & Development (L&D) Data and Analytics Manager will be responsible for defining and driving the data strategy for learning and development by including broader HR functions relevant for measuring success in a large global organization. This individual will develop frameworks for data collection, analysis, and reporting that measure the effectiveness of learning programs and provide correlative insights into workforce development, talent management, and organizational performance. The L&D Data and Analytics Manager will collaborate closely with P&O, IT, and business leaders to provide the right data and corresponding insights that support decision making about learning investments that drive business outcomes. This role will also lead the adoption of advanced analytics and data visualization tools to monitor and optimize L&D efforts. What are we looking for? Education and Experience:
Bachelor's degree in Data Science, Statistics, Learning & Development, Human Resources, Business Analytics, or a related field. Advanced degree (MBA, M.Ed., Data Analytics) preferred.
5+ years of experience in learning analytics, HR data analysis, or data strategy within a large, complex global organization.
Proven experience in defining and executing data strategies, with a strong understanding of L&D metrics, HR data, and workforce analytics.
Experience with data visualization tools (e.g., Tableau, Power BI) and HR systems (e.g., Workday, SuccessFactors).
Knowledge of learning management systems (LMS) and learning technologies, with experience analyzing data from such systems.
Skills and Competencies:
Strong analytical and statistical skills with experience in using data to solve complex business challenges.
Deep understanding of learning measurement frameworks, such as Kirkpatrick's model, ROI, and metrics related to learning engagement and performance.
Proficiency in data visualization and the ability to translate complex data sets into actionable insights for stakeholders.
Experience with predictive analytics, machine learning, or advanced data modeling techniques is a plus.
Excellent communication skills, with the ability to present data-driven insights to non-technical stakeholders in a clear and compelling manner.
Strong project management skills, with the ability to drive cross-functional initiatives and manage data-related projects across global teams.
Certifications (Preferred):
Certification in Data Analytics, Business Intelligence, or HR Analytics.
Certification in Learning & Development (e.g., CPLP, ATD) is a plus.
What will be your key responsibilities? Data Strategy and Governance:
Develop and implement a comprehensive data strategy for learning, ensuring alignment with organizational goals and talent development priorities.
Define data governance frameworks and standards for the collection, management, and use of L&D data, ensuring data integrity, security, and compliance with global regulations.
Establish KPIs and success metrics for L&D programs that tie into broader P&O and business objectives, enabling leaders to measure the impact of learning on business performance.
Create a unified data approach to integrate learning data with other HR datasets (e.g., performance, engagement, and retention data) to deliver holistic workforce insights.
Work with PD&A to prioritize learning data and analytics goals and objectives
Build strong relationships with the MGS Business Translator to design prototypes and create art of the possible solutions for the business.
Learning and HR Data Analysis:
Lead the analysis of learning data to assess the effectiveness, efficiency, and impact of training and development programs on employee performance and business outcomes.
Design and implement data models to measure learning effectiveness, ROI, and Associate skill development over time, with a focus on identifying trends, gaps, and opportunities for improvement.
Apply predictive analytics and machine learning models to forecast learning needs, employee development paths, and talent management trends, providing recommendations to HR and business leaders.
Work with P&O and L&D teams to suggest personalized, data-driven learning based on performance data and learning histories.
Data Collection and Reporting:
In collaboration with the Learning Technology Manager, develop methods and tools for collecting, consolidating, and analyzing data from various learning platforms (LMS, LXP, etc.) and other relevant systems.
With a team, implement real-time dashboards and reports that provide key stakeholders with access to critical L&D metrics, enabling data-driven decision-making.
Build robust systems for learning data reporting that align with global and regional requirements, ensuring consistency and accuracy of data across the organization.
Collaborate with IT and HRIS teams to ensure the seamless integration of learning data with HR information systems (HRIS) and business intelligence platforms.
Learning Analytics Innovation:
Lead the exploration and adoption of new technologies and tools for advanced learning analytics, such as AI-driven insights, adaptive learning platforms, and engagement tracking.
Pilot emerging data technologies and analytics tools to evaluate their potential to enhance L&D insights and learning effectiveness across the organization.
Drive and support learning development, continuous improvement initiatives and transformation projects by analyzing data from learner feedback, program completion rates, engagement metrics, and learning outcomes to optimize L&D strategies and programs.
Champion the use of learning analytics to create a personalized learning experience, providing employees with tailored content and development opportunities based on data insights.
Cross-functional Collaboration:
Collaborate with the P&O, L&D, IT, and business intelligence teams to create a unified approach to workforce analytics, ensuring that learning data is integrated with other HR metrics.
Partner with leaders and stakeholders to inform talent strategies based on data-driven insights, including employee retention, performance management, engagement, acquisition, and leadership pipeline development.
Engage with regional and business unit L&D teams to gather feedback and ensure that global data strategies are flexible enough to meet local needs while maintaining consistency.
Work with business leaders to translate complex learning and HR data into actionable insights that drive talent management and organizational growth. Help to build similar capabilities across the L&D function
Learning Data Storytelling and Visualization:
Create and deliver compelling data stories through effective data visualization techniques, helping stakeholders understand the impact of learning initiatives on associate development and business results.
Build intuitive and interactive dashboards using data visualization tools (e.g., Tableau, Power BI) to provide real-time, easily digestible insights to L&D, HR, and business leaders.
Train and mentor L&D teams on the use of data visualization tools and techniques, empowering them to make informed decisions based on learning data.
Compliance and Data Privacy:
Ensure that all learning and HR data management practices comply with relevant data protection laws and regulations (e.g., GDPR, CCPA).
Implement rigorous data privacy policies and practices to protect employee data, ensuring that learning data is handled securely and ethically.
Collaborate with legal and compliance teams to manage risk mitigation strategies related to HR and learning data.
What can you expect from Mars?
Work with over 140,000 diverse and talented Associates, all guided by the Five Principles.
Join a purpose driven company, where we're striving to build the world we want tomorrow, today.
Best-in-class learning and development support from day one, including access to our in-house Mars University.
An industry competitive salary and benefits package, including company bonus.
Mars is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law. If you need assistance or an accommodation during the application process because of a disability, it is available upon request. The company is pleased to provide such assistance, and no applicant will be penalized as a result of such a request.
