Senior Manager, People Analytics, Insights & AI Enablement

At CHANEL, we are focused on creating an inclusive culture that nurtures personal growth, contributing to collective progress. We believe the uniqueness of each individual increases the diversity, complementarity, and effectiveness of our teams. We strongly encourage your application, as we value the perspective, experience and potential you could bring to CHANEL. About the role: CHANEL is looking for a Senior Manager, People Analytics, Insights & AI Enablement to join our New York City team. This role sits in the Organizational Development & Effectiveness (OD&E) Center of Excellence within the US People & Organization (P&O/ Human Resources) team. You will enable P&O (HR) to make better, faster, evidence-based decisions through people analytics, insights and the thoughtful use of technology and AI. You will define P&O’s AI needs (in partnership with People Operations), how people insights and foresights are produced and used, and how AI supports the future P&O operating model. This role is a strategist and enabler who turns people data, insights, and AI into business outcomes and a future-fit org.

Minimum of 7 years’ experience in People Analytics, Human Resources, Process Insights, with recent expertise in Artificial Intelligence. Hands on experience in Microsoft environment with Power BI, AI Tools, Qualtrics- Employee Survey, etc.

What impact you can create at CHANEL:

• Define the people analytics roadmap and standard dashboards to support people insights across the US— so the same questions are answered the same way, reducing fragmented one-off demand and freeing the team for higher-value, predictive work
• Translate workforce data into insights and recommended actions, and build predictive, forward-looking models for workforce planning (e.g., retention, capacity, and scenario forecasting)
• Define P&O technology strategy, innovation, and AI use-case framing — how the team uses, evaluates, and rolls out AI tools to support the future operating model
• Identify augment-vs.-automate workflows, serve as part of the local and global AI ambassador community, and guide responsible, human-centered AI use within P&O, grounded in the value the work is trying to create — establishing guardrails and scaling adoption through repeatable standards rather than one-off experimentation
• Drive AI adoption in P&O by connecting new tools to the team’s day-to-day problems and assess P&O’s AI maturity and readiness
• Enable self-service analytics for HRBPs and business leaders — with the right guardrails and advance data literacy across P&O
• Own employee listening and our employee engagement survey (Voices) analytics — turning what people tell us into insight
• Partner with People Operations to improve data quality and data governance in service of AI integration

You are energized by:

• Turning data into decisions — and data storytelling that moves leaders to act
• Building a data-driven, insight-led culture and raising data literacy across the function
• Future-of-work thinking and responsible, human-centered use of AI
• Building capability and insight, not just producing dashboards and reports
• Working across People Operations, Tech, HRBPs, COEs, POLT, the broader P&O team, and Global
• Standardizing where it creates capacity, and customizing where it creates real value

What you will bring to the team:

• Analytics, insights, and data-storytelling depth — this role if not a reporting analyst
• Hands-on analytics fluency with modern tooling (e.g., Power BI and AI-enabled platforms), paired with the judgment to know what to standardize versus customize
• Hands-on experience leveraging AI to transform HR processes, including building AI agents and automations using Microsoft Power Automate or similar platforms, independently or in partnership with technology teams
• AI and technology enablement fluency, with a point of view on augment vs. automate, and a responsible, ethical approach to people with data — privacy and governance
• Brings practical AI implementation experience and best practices, with a proven track record of applying AI solutions in an HR environment
• Future-of-work thinking and a sense of where the function is heading
• Experience defining analytics, roadmaps and standard metrics, and partnering with People Operations / HRIS, Tech, and Finance on shared, trusted workforce data
• Senior Manager-level judgment, with the ability to influence senior stakeholders and to set scope …