Senior Manager, People Analytics & Insights

Who We Are:

UFC® is the world’s premier mixed martial arts organization (MMA), with more than 700 million fans and approximately 300 million social media followers. The organization produces more than 40 live events annually in some of the most prestigious arenas around the world while broadcasting to over 950 million households across more than 170 countries. UFC’s athlete roster features the world’s best MMA athletes representing more than 80 countries. The organization’s digital offerings include UFC FIGHT PASS®, one of the world’s leading streaming services for combat sports. UFC is part of TKO Group Holdings (NYSE: TKO) and is headquartered in Las Vegas, Nevada. For more information, visit UFC.com and follow UFC at Facebook.com/UFC and @UFC on X, Snapchat, Instagram, and TikTok: @UFC.

TKO Group Holdings, Inc. (NYSE: TKO) is a premium sports and entertainment company. TKO owns iconic properties including UFC, the world’s premier mixed martial arts organization; WWE, the global leader in sports entertainment; and PBR, the world’s premier bull riding organization. Together, these properties reach 1 billion households across 210 countries and territories and organize more than 500 live events year-round, attracting more than three million fans. TKO also services and partners with major sports rights holders through IMG, an industry-leading global sports marketing agency; and On Location, a global leader in premium experiential hospitality.



Position: Senior Manager, People Analytics & Insights

Location: On-site/Remote/Hybrid
Department: People and Culture
Reports To: SVP, Talent and Culture

Role Summary

The Senior Manager, People Analytics & Insights will build and lead our People analytics program from the ground up, turning people data into strategic insights that drive business decisions.

This role will: 

• Define and execute the strategic roadmap for People analytics. 

• Develop advanced and predictive analytics (e.g., attrition, performance, recruiting demand, etc.) to support strategic workforce planning. 

• Own core People metrics, dashboards, and reporting. 

• Partner with the People and Culture team and business leaders to translate data into clear, actionable recommendations.

The ideal candidate is highly organized, collaborative, and adaptable in a fast-paced, dynamic environment, with strong technical skills, compelling storytelling capabilities, and sharp business acumen. This individual contributor role demands both strategic thinking and hands-on execution.

Key Responsibilities

Strategy & Program Leadership

Build and lead the People analytics function.

• Develop a multi‑year strategy and roadmap aligned with business and people priorities. 

• Establish standards and governance for People data, reporting, and analytics. 

• Advise on systems, data sources, and analytics platforms that enable optimal reporting and insights. 

• Participate in cross f‑functional initiatives to broaden business understanding and maximize analytics impact.

Enable data driven‑driven decision-making.

• Serve as a trusted advisor to senior People and business leaders. 

• Coach People Business Partners and COEs on asking the right questions, interpreting data, and translating insights into action. 

• Communicate complex analyses in clear, concise narratives tailored to diverse audiences.

Analytics & Insights

Design and deliver advanced people analytics.

• Develop and maintain predictive models (e.g., attrition, performance, recruiting, demand, etc.). 

• Collect, synthesize, and analyze large data sets using quantitative and qualitative methods. 

• Translate findings into strategic conclusions and user‑friendly visualizations (effective storytelling). 

• Conduct ad‑hoc deep dives and special studies to address critical business questions.

Own HR metrics, reporting, and dashboards.

• Develop and maintain ongoing metrics, reports, analyses, and dashboards (monthly, quarterly, annual, and ad‑hoc) across key People domains (e.g., headcount, turnover, hiring, engagement, talent movement, compensation trends). 

• Ensure data quality, consistency, and integrity; maintain a single source of truth for People metrics. 

• Streamline and automate reporting and enhance self‑service capabilities for leaders.

Collaboration, Integration & Operations

Drive cross-functional‑functional collaboration.

• Partner with People Business Partners, Talent Acquisition, Total Rewards, Talent Management, and other COEs to translate business needs into analytics solutions. 

• Work closely with HRIS and IT on data architecture, integrations, and optimization of Workday and related analytics tools. 

• Serve as an active participant on project teams, providing analytical expertise, guidance, and training.

Manage complex data environments.

• Manage integration of People data sets resulting from mergers and acquisitions or other organizational changes. 

• Provide timely support for custom data requests and recurring reporting needs while balancing long‑term strategic initiatives.

Qualifications

Required:

• 5+ years of experience in HR analytics, people analytics, or a closely related function with a strong focus on reporting, analytics, and insight generation. 

• Demonstrated experience building HR dashboards and reports and presenting insights and recommendations to senior leadership. 

• Prior experience with Workday Reporting and People Analytics (e.g., Workday PRISM, People Analytics) including configuration and report building. 

• Proficiency with analytics / visualization tools such as Visier, Tableau, Power BI, or similar. 

• Hands‑on experience with data and analytics tools or programming languages such as R, Python, and/or SQL

• Strong analytical, critical thinking, and problem-solving‑solving skills with the ability to interpret complex data and translate it into actionable recommendations. 

• Experience developing predictive models or advanced analytics (e.g., regression, segmentation, forecasting, attrition or performance modeling). 

• Excellent written and verbal communication skills, including data storytelling and the ability to simplify complex concepts for non‑technical audiences. 

• Proven ability to work effectively in a fast‑paced, dynamic, and collaborative environment, managing multiple priorities and shifting focus as needed.

Preferred:

• Experience building or significantly scaling an HR analytics or people analytics function in a mid‑sized or growing organization. 

• Experience with change management and stakeholder engagement related to analytics adoption and new reporting tools. 

• Knowledge of data privacy, security, and compliance considerations related to employee data.

Working Conditions

• On-site/Remote/Hybrid

• May require working hours across global time zones

• May require occasional extended hours during peak reporting periods, M&A activity, or major initiative launches.





TKO EEO Statement:

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