Talent Insights Manager - Global Businesses & Functions

Locations: Gurgaon London

Who We Are

Boston Consulting Group partners with leaders in business and society to tackle their most important challenges and capture their greatest opportunities. BCG was the pioneer in business strategy when it was founded in 1963. Today, we help clients with total transformation-inspiring complex change, enabling organizations to grow, building competitive advantage, and driving bottom-line impact.

To succeed, organizations must blend digital and human capabilities. Our diverse, global teams bring deep industry and functional expertise and a range of perspectives to spark change. BCG delivers solutions through leading-edge management consulting along with technology and design, corporate and digital ventures—and business purpose. We work in a uniquely collaborative model across the firm and throughout all levels of the client organization, generating results that allow our clients to thrive.

What You’ll Do

As a Talent Insights Manager, you will help our Global Businesses & Functions (GBF) build a more integrated and forward-looking understanding of our existing workforce and talent and translate that intelligence into better talent and workforce decisions. You will bring together internal data on workforce composition, roles, competencies, hiring, compensation, performance, potential, career progression, and retention with external intelligence on labor-market dynamics, emerging skills, talent scarcity, and market compensation.

Your focus will be on connecting these signals, not simply reporting them, to identify emerging talent and capability risks and translate them into strategic guidance. You will help leaders understand where critical talent sits today, where internal or external trends may create future risks, and where BCG may need to adjust how we attract, recognize, reward, and retain the talent and capabilities most important to our future.

You will also help advance our analytics maturity over time, moving from primarily historical reporting toward stronger leading indicators, scenario analysis, and increasingly forward-looking workforce insights and decision support.

Key activities:

• Support the continued development of BCG’s workforce reporting and analytics, improving the consistency, quality, and usefulness of existing HR metrics while identifying opportunities to simplify and automate recurring analysis.
• Analyze workforce data including headcount, roles, competencies, hiring, performance, potential, promotions, and attrition to identify trends and areas requiring further investigation.
• Compare talent data across employee populations to identify patterns in hiring, performance, progression, retention, and other workforce outcomes.
• Combine compensation data with performance, potential, career progression, talent scarcity, and available market benchmarks to help assess how effectively BCG is recognizing and retaining key talent and identify where compensation actions may warrant consideration.
• Incorporate external labor-market data to provide context on talent availability, emerging skills, hiring demand, compensation, and areas where critical talent may be harder to attract or retain.
• Build on historical reporting by testing new metrics and leading indicators that can provide earlier visibility into emerging workforce trends and risks and develop scenario analyses that help leaders understand the potential implications of different workforce and talent choices.
• Leverage AI and emerging analytical tools to accelerate analysis, identify patterns and anomalies, test hypotheses, and explore new ways to make workforce insights more scalable and actionable.
• Prepare analyses, dashboards, decision-support tools, and leadership materials that clearly explain findings, supporting data, and areas that may warrant action or further analysis.
• Maintain accuracy and consistency across complex datasets while connecting detailed findings to broader business questions and applying appropriate judgment to the interpretation and use of data and AI-generated insights.

What You’ll Bring

• 6–8 years of experience in analytics, HR, workforce planning, talent, consulting, or related roles, with experience using data to inform business decisions.
• Bachelor’s degree with experience working with complex workforce, talent, or business data.
• Strong analytical and critical-thinking skills, with the ability to connect detailed data and metrics to broader workfor…