Head of People Analytics & Data

At U.S. Bank, we’re on a journey to do our best. Helping the customers and businesses we serve to make better and smarter financial decisions and enabling the communities we support to grow and succeed. We believe it takes all of us to bring our shared ambition to life, and each person is unique in their potential. A career with U.S. Bank gives you a wide, ever-growing range of opportunities to discover what makes you thrive at every stage of your career. Try new things, learn new skills and discover what you excel at—all from Day One. ## **Job Description** The Head of People Analytics & Data is a Senior Vice President role that is responsible for leading U.S. Bank’s workforce intelligence capability transforming data into actionable insights that drive business decisions, workforce strategy, and organizational effectiveness. This role owns people analytics, research, and the HR & Community (HR&C) data strategy, ensuring the organization is data-driven, insight-oriented, and prepared to leverage AI at scale. The leader will define how data is structured, governed, and activated across HR&C, enabling high-quality decision-making and AI readiness while maintaining strong alignment with enterprise data strategy and regulatory expectations. This role will report to the Head of Human Resources Strategy and Operations. **Key Responsibilities** **Enterprise People Analytics & Insight Leadership** - Define and lead the end-to-end people analytics strategy aligned to HR & Community and business priorities. - Deliver actionable insights that inform workforce, talent, and business decisions. - Translate complex data into clear, compelling narratives for executive leaders. - Advance analytics capabilities from descriptive reporting to predictive and forward-looking insights. - Develop scenario modeling and forecasting capabilities to anticipate future workforce needs. **Data & AI Readiness** - Define and execute the HR&C data strategy to support scalable analytics, reporting, and AI use cases. - Ensure data structures, quality, and accessibility support advanced analytics and AI adoption. - Partner with product and technology teams to enable data-driven and AI-enabled HR&C solutions. - Advance the organization’s readiness for AI through strong data foundations and scalable design. **Data Governance & Stewardship** - Represent the HR&C domain in enterprise data governance, ensuring alignment with data standards and controls. - Establish clear ownership of workforce data definitions, quality, and lifecycle management. - Ensure compliance with regulatory, privacy, and ethical standards in all data and analytics activities. - Promote responsible and ethical use of employee data across HR&C. **Product & Platform Integration** - Partner with HR&C Product teams to embed insights into employee-facing solutions and experiences. - Enable scalable delivery of insights through dashboards, tools, and data products. - Drive adoption of analytics through intuitive, accessible outputs. **Leadership & Team Development** - Lead a high-performing, multidisciplinary team spanning analytics, data strategy, and research. - Build talent in advanced analytics, data science, and data strategy. - Create a culture of performance, accountability, and continuous improvement. **Leadership Expectations** Operate like an owner; lead with urgency; think strategically and ambitiously; keep the customer at the center; communicate clearly and powerfully; build high-performing teams; demonstrate integrity; and show genuine care for employees and stakeholders. **Skills** **Enterprise People Analytics Strategy** - Define and lead an enterprise people analytics vision aligned to business priorities, workforce strategy, and organizational effectiveness. - Translate critical business questions into a focused analytics roadmap that drives measurable decisions not just reporting. - Continuously benchmark external trends and evolve the analytics agenda to keep the function future-…