Senior Manager, People Analytics, Insights & AI Enablement

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 and hold boundaries with People Operations, Tech, and Global

Comfort with a clear own / don’t-own line: this role owns US People Analytics strategy, P&O AI strategy and AI use-case framing, and employee listening (Voices) — it does not own Workday configuration and system implementation, enterprise IT architecture, security and governance decisions alone, the P&O Tech Roadmap’s final technology procurement decisions, or reporting standards

What skills you will learn / experiences you might have:

Stand up the analytics and AI engine of a newly formed Center of Excellence

Shape how CHANEL US applies AI across P&O — with visibility to POLT and senior leadership

Bridge Global reporting and US-specific business needs, building fluency across both

Grow as a people-analytics and AI strategist at the frontier of how P&O creates value

Position Logistics:

Based in New York City with hybrid work model – 3 days on-site minimum in Midtown Manhattan - New York City

Minimum of 7 years of experience HR People Insights, Analytics, AI enablement

Bachelor’s degree or equivalent experience. A master’s degree is a plus. Equivalent experiences will be considered.

*Chanel, Inc. reserves the right to edit, change, or make exceptions on designations where circumstances where deemed appropriate.

Compensation:

The anticipated base salary range for this position is $160,000-$190,000. A base salary is one component of the total compensation for this position. Other forms of variable pay [may/will] be offered for this position. Other components [may/will] include bonus potential, benefits, and/or perks.

Benefits and Perks:

Wellbeing resources include dedicated paid time off for wellbeing (2-week August Office Closure) and a Wellbeing fund

Family and care giving benefits (inclusive of parental leave, fertility support, MilkStork, and Care.com Membership)

Generous paid time off policies to include vacation, holiday, sick and volunteer days

401K and other incentives

Robust healthcare offerings; medical, dental, vision, MDLIVE (virtual care), One Medical, Flexible Spending Accounts (Health Care & Dependent Care), Health Savings Account and Employee Assistance Program

Life insurance, Accidental Death & Dismemberment, Short Term Disability, Long Term Disability, Health Advocate, International Business Travel Accident & Medical, and Commuter Transit & Parking

Additional Information:

Chanel is a private company whose values are grounded in creating conditions for people to perform at their best and feel fulfilled and confident in their work. We offer a unique work environment where individuals are encouraged to better understand the brand, the business, and motivations, so that together we can unlock the possibilities of growth. This is reflected in:

Diversity and Inclusion:

At CHANEL, we are intentional in promoting Diversity & Inclusion. We foster respect, empathy, and dignity for all. We believe strongly that the diversity of our people across the full spectrum of human differences is essential to our organisation and the connections we have with each other and our clients.

We offer Employee Resource Groups in the US that are voluntary, open to all, employee-led groups formed around a shared identity or lived experience, whose aim is to foster a diverse, inclusive, and equitable community aligned with the values and missions of the communities they support.

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