Senior Manager-Rewards & Insights

Title: Head of Strategic Workforce Planning and Executive Insights

Grade/title TBD following Reward levelling

Location: Hyderabad

Reports to: Justine Thompson (Global Director of People Analytics)

Position Summary:

This is an exciting opportunity to join the Global people analytics team at Flutter which sits at the heart of Flutter’s people strategy.

As the head of strategic workforce planning and executive insights you will provide strategic leadership to the analytics function guiding the organisation in harnessing data for business growth innovation and operational excellence. You will shape and execute a forward-looking SWP / analytics strategy partnering with executive leadership to embed data driven thinking into the fabric of the organisation.

You will have ambition to lead transformational data and analytics initiatives at the executive level shaping strategy and driving innovation through data-driven insights.

This role will also be the formal deputy for the Director of People Analytics as such we are looking for leadership ability to step in and cover a broader operational and strategic portfolio as required as well as a desire to progress to a more senior position in the future.

Key responsibilities:

• Develop and execute a comprehensive strategic workforce planning strategy aligned with business objectives.
• Gather requirements for the executive insight portfolio and design / build insights and recommendations to board level standard.
• Serve as a strategic advisor to executive leadership translating complex data into actional insights and competitive advantage.
• Foster an organisationwide passion for strategic workforce planning inspiring others to become part of the vision and journey.
• Develop excellent relationships with the business and stakeholders and key partners across the Group to identify and quantify the role and skills needed for now and for the future translating this insight into compelling and practical interventions.
• Work collaboratively with the centres of excellence to inform and design recruitment talent management and reskilling plans driving the overall employee value proposition.
• You will work closely with other key parties including but not limited to hub locations and property teams to develop insights and recommendations which work holistically really drawing on the expertise and knowledge of those key stakeholders.
• Take an active interest in the external development in strategic workforce planning models and talent market insights to develop and support the delivery of the strategy.
• Confidently be able to present these insights to csuite level senior audiences including c-suite landing key messages and leveraging influencing skills to gain buy-in to drive action and value.
• Whilst strategic workforce planning will be a core focus of the role given the intrinsic connection based on scope and audience you will also play a key role in creating insight presentations to senior audiences such as our Executive Committee and the Board of directors across all aspects of the colleague lifecycle. This includes working closely with the presenter (usually csuite level) to ensure they have the full context of the analysis and the insights are tailored to their personal style and way of operating.
• Scenario Modeling and Workforce Risk Mitigation - Lead the development of scenario planning models and workforce risk assessments to inform proactive decision-making and ensure business continuity under varying future conditions.
• Maturity Model Development - Establish and evolve a strategic workforce planning maturity model to continuously assess and enhance capabilities across the organisation.
• Governance and Operating Model Design- Define and implement the governance and operating model for workforce planning ensuring effective prioritization accountability and coordination across business units.
• Metrics and KPIs - Define key performance indicators to measure the effectiveness andimpact of workforce strategies and ensure reporting is meaningful regular and aligned with executive priorities.
• Lead mentor and inspire a team of technical specialists with a varied level of skill set and experience.
• Provide clear director coaching and support to team members as well as building a high performance culture through regular feedback and as required performance management. Foster a positive inclusive and growth mindset orientated team.
• Given our Global stakeholder base and team location the successful candidate must be willing to travel as required to build relationships and truly understand how the business operates across its varied brands and regions.

Key Skills:

Visionary thinking and strategic alignment – ability to set a clear forward looking vision for how data and analytics can drive business growth and to align analytics initiatives with broader organisational goals. This includes identifying high-impact opportunities and influencing cross-functional leaders to adopt a data informed approach.

Strategic thinking – ability to problem solve generate hypothesis structure problems generate robust conclusions and strategic objectives. Ability to work with ambiguity taking on challenges which are not fully defined to structure and resolve with the necessary levels of personal commitment and resilience.

Communication and storytelling – Excellent written and verbal communication in particular experience with producing written outputs at C-suite and Board level.

Data analytics – Ability to review and perform quality analysis including resourcefulness in sourcing and validating data insights to present recommendations.

Stakeholder management – using a commercial understanding and excellent communication skills to develop and maintain positive relationships with a range of people and business areas.

Programme Delivery – Ability to take ownership for a workstream develop project plans and work right to left to deliver required outputs at pace.

Collaboration – Build partnerships and work collaboratively with others to meet shared objectives. Ability to create a strong network and good working environment within the team and the organisation working with colleagues at all levels of seniority.

Change Leadership - Ability to lead through change influencing organizational mindset toward long-term talent planning and adoption of strategic analytics tools and processes.

Business Acumen - Deep understanding of business strategy industry dynamics andhow workforce trends intersect with commercial goals.

Influencing and Impact – Proven ability to influence at all levels of the organisation including C-suite and Board shaping strategic decisions through compelling insights and well-structured recommendations. Skilled in tailoring messaging to diverse audiences andbuilding consensus across complex stakeholder landscapes.

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Experience & Knowledge

• 5 years experience in strategic workforce planning and/or people analytics.
• Strong understanding of strategic workforce planning processes principles and approaches and workforce trends.
• Knowledge of data and systems architecture.
• Proficiency in data visualization and familiarity data democratization is highly desirable.
• Experience working with crossfunctional teams particularly with data science or analytics teams.
• Experience creating presentations for and presenting to csuite / board level.
• Experience in large-scale transformation or M&A contexts where workforce planning played a key role.
• Specify experience influencing or operating in a matrixed global organisation if relevant.

Preferred Qualifications

• Degree in Human Resources Data Analytics Business or a related field.
• Experience working in HR systems such as Workday or equivalent.
• Certifications in Tableau data analytics or HRrelated disciplines are a plus.