Vice President, Global People Analytics

Manulife Financial Corporation is a leading international financial services provider that helps people make their decisions easier and lives better. With our global headquarters in Toronto, Canada, we provide financial advice and insurance, operating as Manulife across Canada, Asia, and Europe, and primarily as John Hancock in the United States. Through Manulife Investment Management, the global brand for our global wealth and asset management segment, we serve individuals, institutions, and retirement plan members worldwide. Our principal operations are in Asia and Canada, and the United States, where we have served customers for more than 155 years.

The Opportunity

Manulife is seeking a dynamic and visionary leader to elevate our global People Analytics and Insights function. This senior leadership role offers a rare opportunity to architect and scale an enterprise capability at the intersection of talent, data, technology, and business strategy.
As the VP of People Analytics and Insights, you will lead a highly skilled global team and drive the modernization of our data, reporting, and insight-generation capabilities. You will partner closely with Finance, HR, and business leadership to translate complex workforce dynamics into forward-looking, actionable insights that shape enterprise decisions.
This is not a traditional reporting role. It is a business-critical position at the heart of how we enable future-of-work planning, power AI-enabled talent strategy, and deliver the insight edge that helps Manulife attract, grow, and retain exceptional talent.

Key Responsibilities

Global People Analytics & Talent Insights

• Lead the evolution of enterprise-wide people analytics practices, spanning operational reporting to advanced, predictive insights.

• Translate complex workforce challenges into actionable insights across hiring, retention, inclusion, onboarding, internal mobility, learning, engagement, and productivity.

• Integrate HR data across platforms, geographies, and business functions in partnership with global tech and data teams.

• Build a holistic workforce insights capability by combining internal data (e.g., engagement, performance, attrition) with external data (e.g., market trends, competitor insights, location intelligence) to deliver a full picture of talent dynamics.

• Drive a shift from dashboards to strategic storytelling by embedding insights into conversations with the C-suite and senior HR leaders.

• Champion AI and predictive analytics as key inputs into workforce decisions, empowering leaders with speed and clarity.

Strategic Workforce Insight

• Develop tools, models, and frameworks that inform strategic workforce planning, talent investments, and scenario-based analysis.

• Provide supply and demand analytics that guide build-buy-borrow decisions and talent deployment strategies.

• Enable integrated workforce planning by aligning current talent supply with future capability needs across the enterprise.

• Inform enterprise initiatives including future-of-work, location optimization, and organizational design with robust, data-driven insights.

• Partner with HRBPs, Finance, Strategy, and COEs to support enterprise planning, capability mapping, and talent forecasting.

• Promote a culture of data fluency across HR and drive increased adoption of insight-driven decision-making.

AI Enablement & Next-Gen Capabilities

• Identify and deploy emerging technologies including AI, machine learning, and automation to enhance people insights.

• Explore AI-driven use cases across the employee lifecycle such as attrition prediction, engagement levers, and mobility signals.

• Ensure AI solutions are built with ethical integrity, transparency, and business relevance.

• Embed AI into core talent decisions while maintaining a human-centered experience.

• Inspire and Empower a High-Impact Analytics Team

• Lead and mentor a global team of analysts, data scientists, and reporting professionals to deliver at pace and with precision.

• Cultivate a high-performance culture grounded in innovation, curiosity, and continuous improvement.

• Balance strategic transformation initiatives with execution excellence in recurring reporting and ad hoc support.

• Position the team as strategic advisors to the business, moving from service provider to thought partner.

What Will You Bring?

• 10+ years in people analytics, workforce planning, HR strategy, or related roles, with at least 3 years in a global leadership capacity.

• Proven experience building scalable analytics capabilities that drive measurable business and talent impact.

• Strong technical fluency in data architecture, visualization (Power BI, Tableau, etc.), predictive modeling, and AI/ML applications in HR.

• Experience working with Workday and integrating HR data into enterprise data environments such as data lakes.

• Deep understanding of global data governance, privacy, and cybersecurity frameworks.

• Exceptional ability to synthesize complex data into strategic narratives for senior executive audiences.

• A growth mindset, intellectual agility, and comfort operating in dynamic, matrixed global environments.

What Can We Offer You?

• A rare opportunity to lead the reinvention of our global people analytics strategy

• The ability to shape how talent data powers Manulife's future of work, workforce decisions, and AI transformation

• A seat at the table with global HR and enterprise leaders, influencing key business priorities

• A purpose-driven, collaborative, and flexible culture committed to continuous innovation and learning

About Manulife and John Hancock

Manulife Financial Corporation is a leading international financial services provider, helping people make their decisions easier and lives better. To learn more about us, visit

Manulife is an Equal Opportunity Employer

At Manulife/John Hancock, we embrace our diversity. We strive to attract, develop and retain a workforce that is as diverse as the customers we serve and to foster an inclusive work environment that embraces the strength of cultures and individuals. We are committed to fair recruitment, retention, advancement and compensation, and we administer all of our practices and programs without discrimination on the basis of race, ancestry, place of origin, colour, ethnic origin, citizenship, religion or religious beliefs, creed, sex (including pregnancy and pregnancy-related conditions), sexual orientation, genetic characteristics, veteran status, gender identity, gender expression, age, marital status, family status, disability, or any other ground protected by applicable law.

It is our priority to remove barriers to provide equal access to employment. A Human Resources representative will work with applicants who request a reasonable accommodation during the application process. All information shared during the accommodation request process will be stored and used in a manner that is consistent with applicable laws and Manulife/John Hancock policies. To request a reasonable accommodation in the application process, contact

Referenced Salary Location

Working Arrangement

Salary range is expected to be between

If you are applying for this role outside of the primary location, please contact for the salary range for your location. The actual salary will vary depending on local market conditions, geography and relevant job-related factors such as knowledge, skills, qualifications, experience, and education/training. Employees also have the opportunity to participate in incentive programs and earn incentive compensation tied to business and individual performance.

Manulife/John Hancock offers eligible employees a wide array of customizable benefits, including health, dental, mental health, vision, short- and long-term disability, life and AD&D insurance coverage, adoption/surrogacy and wellness benefits, and employee/family assistance plans. We also offer eligible employees various retirement savings plans (including pension/401(k) savings plans and a global share ownership plan with employer matching contributions) and financial education and counseling resources. Our generous paid time off program in the U.S. includes up to 11 paid holidays, 3 personal days, 150 hours of vacation, and 40 hours of sick time (or more where required by law) each year, and we offer the full range of statutory leaves of absence.

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