Workforce Intelligence & Analytics Manager

WPP is the trusted growth partner for the world’s leading brands. 

We unite cutting-edge media intelligence and data solutions, world-class creativity, next-generation production, transformative enterprise solutions and expert strategic counsel in a single company – powered by exceptional talent and our agentic marketing platform, WPP Open, to help our clients navigate change, capture opportunity and deliver transformational growth. 
 
We work with the world's most valuable brands and have global reach across 100+ markets, with deep local expertise.
 
Our people are the key to our success. We're committed to fostering a culture of creativity, belonging and continuous learning, attracting and developing the brightest talent, and providing exciting career opportunities that help our people grow. 
 
For more information, visit WPP.com.
 

About WPP

WPP is the creative transformation company. Through One WPP and the Elevate28 transformation agenda, we are building a simpler, more integrated, agile and AI-powered enterprise. WPP’s Performance & Culture Center of Excellence brings together the capabilities that help our people, teams and organisation perform, grow and thrive. Within it, Enterprise Effectiveness aligns WPP’s organisation, workforce and teams around its strategic priorities and enables the change required to deliver them.

About the Role

The Workforce Intelligence & Analytics Manager is a contract role that will build the evidence base for the workforce and organisation decisions that matter most to WPP. This role will turn fragmented people, organisation and business data into clear insight, forward-looking scenarios and practical recommendations that help leaders decide where to invest, how to shape the workforce and how to organise for performance.

Reporting to the Global Head of Enterprise Effectiveness, you will support the wider Performance & Culture Center of Excellence while working closely with business, People & Culture, Finance, Data and Technology partners. You will establish a trusted workforce-intelligence capability that supports strategic workforce planning and informs priority organisation, workforce, team and people decisions across Enterprise Effectiveness and the wider Performance & Culture Center of Excellence. This is not a traditional reporting role. It combines strategic analytics, internal consulting and leadership of a four-person data and reporting team based in India. You will be expected to work through ambiguity, connect disparate data and systems, and progressively turn fragmented analytics into a more integrated, trusted and usable capability. As a contract appointment, the initial focus will be to establish the core workforce-intelligence approach, strengthen the India-based team and deliver insight against WPP’s highest-priority workforce and organisation questions.

Why This Role Matters

WPP’s transformation requires faster, better choices about work, skills, capacity, organisation and investment. Those choices cannot be made from disconnected dashboards or backward-looking metrics alone. In this role, you will create a more integrated view of the workforce, translate evidence into choices and trade-offs, and help leaders anticipate the implications of AI, changing client demand and new ways of working. The work will directly shape how WPP builds the capabilities, capacity and organisation required for Elevate28.

What You’ll Do

Build a trusted workforce intelligence capability

• Working with the Global Head of Enterprise Effectiveness, shape and build an enterprise workforce-intelligence approach that connects people, organisation and business data to the decisions leaders need to make.
• Define a focused set of workforce and organisational measures, dashboards and decision-support tools, moving reporting from activity and headcount toward capacity, capability, cost, productivity, risk and value.
• Partner with data owners and technology teams to map fragmented data and systems, define analytical requirements, and strengthen data definitions, quality, accessibility and responsible use, while being clear about limitations and the strength of the evidence.
• Establish repeatable analytical standards, governance and quality controls so insight is trusted, comparable and usable across WPP.
• Apply AI and automation to improve how workforce data is integrated, analysed and translated into decision support, while maintaining appropriate human judgement, transparency and responsible-use standards.

Enable strategic workforce planning

• Help business and People & Culture leaders translate strategy, growth priorities and choices about how work is organised into workforce demand, capability and capacity requirements.
• Build scenarios that show the implications of different choices, including developing, hiring, accessing external capability, automating, augmenting, redeploying and exiting work or roles.
• Assess the current workforce and future talent supply, including critical skills, capacity, cost, location and role mix, highlighting gaps, risks and investment priorities.
• Connect workforce planning to business and financial planning cycles so decisions are timely, owned and grounded in common assumptions.

Deliver forward-looking insight and decision support

• Use statistical analysis, forecasting and scenario modelling to identify emerging workforce and organisational risks, opportunities and patterns.
• Bring structure to ambiguous business questions, identify what can be answered with available data, test hypotheses and distinguish meaningful signals from correlation or noise.
• Turn analysis into clear choices, trade-offs and recommendations for senior leaders, including the consequences of action and inaction.
• Develop concise executive narratives and visualisations that make complex findings understandable without oversimplifying them.

Strengthen organisation and transformation decisions

• Provide analytical support for organisation design, organisational health, inclusion and impact, talent development, team effectiveness and change priorities across Performance and Culture.
• Create baselines and evaluate whether organisation and workforce interventions are improving the intended outcomes.
• Combine quantitative evidence with qualitative insight to explain not only what is happening, but why it matters and where targeted action is needed.
• Identify enterprise patterns across businesses, markets and functions and convert them into practical recommendations for leaders and Enterprise Effectiveness partners.

Scale tools, capability and adoption

• Build practical tools, templates and self-service products that improve the quality and consistency of workforce decisions.
• Coach People & Culture and business partners to interpret workforce insight, challenge assumptions and use scenarios in decision-making.
• Create a clear intake and prioritisation approach that focuses analytical capacity on the highest-value enterprise questions.
• Continuously improve the offer through user feedback, adop