Executive Director, People Experience (PX) Analytics

The Executive Director, People Experience Analytics will play a critical role in shaping and advancing SPE’s people and workplace analytics strategy and capabilities.

Reporting to the Vice President, People Experience Strategy, this role will serve as a strategic subject matter expert to PX leadership and business executives by delivering actionable workforce insights, executive reporting, and data-driven recommendations that support talent, culture, organizational effectiveness, workplace operations, employee safety and security, sustainability initiatives, and overall business performance.

The ideal candidate combines deep analytical expertise with strong business acumen, executive presence, and strong ability to break down complex analytics into consumable and meaningful insights.  This individual will also support company-wide people analytics initiatives, reporting modernization efforts, data governance standards, and leverage AI and emerging technologies to streamline reporting, automate insight generation, and accelerate workforce decision-making across the organization. They will need to be proactive, strategic, and collaborative, with the ability to balance long-term vision and operational execution while navigating the real time needs of an evolving environment.

This role will also partner cross-functionally with Facilities, Real Estate and Safety, Security, Sustainability (S3) to advance integrated operational insights, workplace experience strategies, space utilization analytics, and company-wide decision support capabilities. It will help connect people, workplace, and operational data to enable a more holistic and data-informed approach to people experience across SPE.

Key Responsibilities

Analytics, Reporting & Insights

• Lead the development and delivery of actionable dashboards, models, and reporting for PX Leadership and business stakeholders.
• Lead ad hoc analyses and trend reporting to support strategic and tactical business decisions.
• Develop and conduct updates with People & Organization (P&O) leadership to share key workforce metrics, trends, and insights.
• Optimize and manage employee engagement surveys and analyze engagement trends to inform organizational strategy.
• Execute innovative AI-driven solutions that streamline reporting, automate workforce insights, and enable more proactive, data-informed decision-making.
• Develop reporting and analytics that integrate workforce, workplace, facilities, real estate, and S3 data to support operational effectiveness and strategic planning.
• Deliver insights related to workplace utilization, employee experience, environmental sustainability initiatives, and operations.

People Analytics Leadership

• Collaborate with VP, People Experience Strategy on priorities to shape the people analytics roadmap with both short- and long-term objectives.
• Identify opportunities where data and analytics can improve talent outcomes, workforce planning, employee experience, operational efficiency and company culture and communicate them to senior P&O and business leaders
• Work with Facilities, Real Estate, S3 and other functions to identify opportunities where data and analytics can improve workplace experience, operational performance, and compliance.
• Execute company-wide analytics strategies that connect workforce and workplace insights to broader business and operational objectives.
• Collaborate with Technology & Enablement team to ensure data quality, governance, and compliance across systems and reporting platforms.
• Partner closely with teams across SPE to optimize data architecture and reporting infrastructure.
• Ensure adherence to privacy, security, and regulatory requirements related to employee data and analytics.

Qualifications

Required Experience

• 10+ years of experience in people analytics, data analytics, business intelligence, workforce strategy, data science, and/or related fields.
• 3+ years of leadership experience managing high-performing analytics or insights teams, preferably within entertainment or related industries.
• Demonstrated success scaling people analytics capabilities within established organizations.
• Proven ability to influence using data-driven insights and strategic recommendations.
• Demonstrated experience developing people metrics, key performance indicators, and associated trend analysis.
• Ability to collaborate cross functionally to optimize outcomes.

Technical Expertise

• Strong expertise in HR systems, people analytics platforms, and business intelligence tools, including Workday, ServiceNow, Tableau, Culture Amp, Power BI, and advanced Excel capabilities.
• Experience with statistical analysis, workforce modeling, and data visualization techniques.
• Understanding of P&O metrics, workforce planning methodologies, employee engagement measurement, and organizational effectiveness frameworks.
• Familiarity with AI, automation, and emerging analytics technologies required.
• Working knowledge of Snowflake and other enterprise analytics platforms is a plus.
• Familiarity with operational reporting, workplace analytics, occupancy/utilization metrics, ESG or sustainability reporting, and cross-functional data integration strategies is a plus.

Education

• Bachelor’s degree in Analytics, Data Science, Human Resources, Business, Statistics, Economics, or related field required.
• Master’s degree preferred.

Sony Pictures Entertainment is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, national origin, disability, veteran status, age, sexual orientation, gender identity, or other protected characteristics.

SPE will consider qualified applicants with arrest or conviction records in accordance with applicable law.

Sony Pictures does not allow audio recording, video recording or use of AI note-taking tools during interviews. Please be aware these tools may be enabled as a default and can be difficult to disable once the interview has started, so we recommend you check your device and disable these tools prior to the start of your interview. If recording or the use of the tools occurs during the interview and cannot be promptly turned off or disabled, the interviewer may end the interview.

To request an accommodation for purposes of participating in the hiring process, you may contact us at [email protected].