PWe are seeking a strategic and results-driven strongHR Planning, Analytics Process Improvement Manager /strong to lead three core pillars of the global HR function: strongworkforce planning /strong, strongpeople analytics /strong, and strongHR process optimization /strong. Reporting directly to the strongChief People Officer (CPO) /strong, this role plays a critical part in shaping our workforce strategy, enhancing data-driven decision-making, and improving operational excellence across the HR organization. /ppstrongKey Responsibilities: /strong /ppstrong1. Workforce Planning Forecasting /strong /pulliCoordinate global workforce budgeting and forecasting cycles (HC, OPEX, labor costs), liaising with HRBPs and Business, Controlling, and Executive Leadership. /liliCollect, consolidate, and validate headcount, turnover, and cost projections (in collaboration with HR Cost Controlling) for quarterly business reviews. /liliLead global strategic workforce planning initiatives to align talent supply with current and future business needs. /liliCollaborate with business leaders and HRBPs to forecast headcount, identify capability gaps, and support long-term organizational design. /li /ulpstrong2. People Analytics Reporting /strong /pulliBuild and manage dashboards and KPIs that deliver actionable insights to HR and business leaders. /liliOwn the creation and continuous improvement of regular and ad-hoc HR reports (e.g., turnover, headcount, talent acquisition metrics, etc.). /liliUse advanced analytics (where applicable) to forecast trends, model workforce scenarios, and inform talent strategy. /liliEnsure integrity, security, and standardization of HR data across systems. /li /ulpstrong3. HR Process Improvement Operational Excellence /strong /pulliHRIS Governance Data Quality: ensure accuracy and integrity of HR data across the global HRIS. Act as key contact for functional evolution of HR systems (e.g., SuccessFactors), with focus on digitalization and automation of HR processes impacted. /liliDefine, map, and continuously improve global HR processes and workflows in alignment with best practices. /liliFoster process alignment across all regions, ensuring consistency, compliance, and efficiency. /liliWork closely with IT and functional leads to ensure processes are effectively embedded in HR systems. /liliLead initiatives to enhance the employee and HR user experience through streamlined, automated, and scalable processes. /li /ulpstrongKey Qualifications Experience: /strong /pulliBachelor’s degree in HR, Business, Data Analytics, or related field. /lili7+ years of progressive experience in HR planning, analytics or a related area. /liliExperience in a global or matrixed organization preferred. /liliStrong analytical and reporting skills; proficiency in Excel, HRIS (e.g., Success factor), and data visualization tools (e.g., Power BI, Tableau). /liliProven experience in process mapping, optimization and change management. /liliExceptional project management and stakeholder engagement skills. /li /ulpstrongWhat You’ll Bring: /strong /pulliA strategic mindset and attention to detail. /liliA proactive, collaborative approach to solving complex workforce and process challenges. /liliAbility to translate data into insights and action. /liliPassion for operational excellence and innovation within HR. /li /ulpbr/ppstrongCompany Information: /strong /ppWith over 50 years of innovation and around 1,200 patents, Datalogic has built a legacy of engineering excellence and customer-focused design. Our 11 RD centers across Italy, the USA, China, and Vietnam fuel breakthrough technologies used by partners and customers on five continents. /ppToday, nearly 2,900 Datalogic team members power progress from 29 offices and 11 manufacturing and repair sites worldwide. Our continued growth is driven by investments in research, quality, and a vision for more connected, efficient, and automated operations across the globe. /ppHeadquartered in Bologna, Italy, Datalogic S.p.A. has been listed on the STAR segment of the Italian Stock Exchange (DAL.MI) since 2001. /p