McGraw Hill
About ITT: ITT Inc. (NYSE: ITT) is a diversified global leading manufacturer of highly engineered critical components and customized technology solutions serving the flow, aerospace and defense, transportation, industrial, and energy markets. Through operational execution, innovation, and disciplined capital deployment, including strategic acquisitions such as SPX FLOW, ITT partners with its customers to deliver enduring solutions to the key industries that underpin our modern way of life. Headquartered in Stamford, Connecticut, ITT has a market cap of roughly $20 billion and employs more than 15,000 people across 40 countries and serves customers in approximately 125 countries. Following the acquisition of SPX FLOW, the company is expected to generate $5.4 billion in annual revenue. Our businesses are organized in three distinct segments, each based around our core engineering DNA: Flow Technologies: A global leader in, providing a broad portfolio of pumps, valves, mixing and agitation equipment, heat transfer, homogenizers, separation, water and wastewater treatment, and engineered process solutions.Our leading brands include the iconic Goulds Pumps (with more than 175 years of history), Anhydro, APV, Bornemann, Bran+Luebbe, C’treat, Engineered Valves, Gerstenberg Schröder, Habonim, Johnson Pump, Lightnin, Philadelphia, Plenty, PRO Cast, Rheinhütte, Seital Separation, Stelzer, Svanehøj, Tigerholm, Uutechnic, VIDAR, Waukesha Cherry-Burrell. Motion Technologies: A global leader in brake pads (ICE and electrified brake pads) and shock absorbers (energy absorption solutions) for transportation applications. Our leading brands include Friction Technologies, KONI and Axtone. Connect and Control Technologies: A leader in critical applications for the aerospace, defense and industrial markets, including harsh environment connectors and control components. Our leading brands include ITT Cannon, Enidine, Aerospace Controls and kSARIA. Position Summary The Talent Insights & Analytics Analyst is a data-driven role responsible for consolidating, analyzing, and translating talent data into actionable insights that drive enterprise-wide decision making. This role partners closely with the Director, Enterprise Talent & Learning Strategy, HR Business Partners (HRBPs), Talent Leads, and business leaders to create a unified view of talent across the organization. The Analyst will aggregate and interpret data from multiple sources—including learning management systems (LMS), talent reviews, succession planning tools, and critical role frameworks—to provide meaningful insights on workforce capability, top talent, leadership pipelines, and development effectiveness. This role also serves as a key enabler of data visualization and digital talent analytics, leveraging tools such as Power BI to build custom dashboards, deliver proactive insights, and support the evolution of enterprise talent analytics capabilities. Success in this role requires strong analytical capability, technical fluency in reporting tools, and the ability to translate complex data into clear, compelling insights that inform talent, HR, and business strategies. Essential Responsibilities 1) Talent Data Integration & Reporting (Primary Focus) Compile and integrate talent data across multiple platforms and sources (e.g., LMS, talent review systems, succession planning tools, HRIS). Build and maintain consolidated talent dashboards and reports that provide a holistic view of workforce insights (e.g., talent segmentation, performance/potential, succession readiness). Leverage Power BI and other visualization tools to design dynamic, user-friendly dashboards tailored for HR and business stakeholders. Ensure data accuracy, consistency, and integrity across reporting outputs; proactively identify and resolve discrepancies. Automate and scale reporting processes to improve efficiency, accessibility, and self-service analytics capabilities. 2) Talent Insights & Strategic Analysis Analyze talent data to identify trends, risks, and opportunities related to top talent, leadership pipelines, and workforce readiness. Provide proactive insights to Talent Leads, HRBPs, and business leaders to inform talent strategy decisions. Deliver insights on key talent topics, including: Identification and tracking of high-potential and top talent populations Succession plan readiness and coverage for critical roles Bench strength, internal mobility, and retention trends Translate data into actionable recommendations that influence enterprise talent and workforce planning strategies. 3) Learning & Development Analytics Analyze learning data from the LMS and digital learning platforms to assess engagement, completion, and program effectiveness. Partner with Talent & Learning stakeholders to measure the impact of enterprise learning initiatives (e.g., leadership development, early career programs, critical role development). Connect learning data with talent outcomes (e.g., promotion, progression, readiness) to assess effectiveness and ROI. Develop dashboards that provide visibility into learning journeys, utilization, and skill development trends. 4) Talent Review & Succession Insights Support aggregation and analysis of enterprise talent review data, including performance, potential, and succession planning inputs. Track development plans for key talent and succession candidates, providing visibility into readiness progression. Enable insights into succession health, including gaps, risks, and pipeline strength for critical roles. Support efforts to capture and structure institutional knowledge related to critical roles, including knowledge transfer needs and continuity planning. 5) Digital Analytics & Project Enablement Support and manage digital talent analytics initiatives, including dashboard development, reporting enhancements, and data transformation efforts. Partner with HRIS, IT, and data teams to improve data integration and reporting infrastructure. Lead or support continuous improvement projects to enhance the effectiveness and scalability of talent analytics tools and processes. Stay current on emerging trends in people analytics, data visualization, and HR technology to recommend forward-looking improvements. Support Talent Management initiatives and projects involving HRIS enhancements, system optimization, process improvements, and talent technology solutions. Partner with HRIS, HR Operations, IT, and business stakeholders to support talent-related systems, including performance management, succession planning, leadership development, and employee engagement processes. Assist with system upgrades, testing, troubleshooting, reporting, and user support to help ensure effective functionality and data integrity across Talent Management platforms. Coordinate project activities, maintain process documentation, and support implementation efforts for Talent Management programs and HR technology enhancements. Analyze talent-related data and metrics, identify process improvement opportunities, and support change management and user adoption activities related to Talent Management systems and processes. 6) Stakeholder Partnership & Reporting Delivery Partner with HRBPs, Talent Leads, COEs, and business leaders to understand data needs and deliver tailored insights. Prepare executive-ready materials (dashboards, presentations, briefing packs) that clearly communicate talent insights, trends, and implications. Support key talent operating rhythms (e.g., talent reviews, succession discussions, quarterly business reviews) with timely, accurate data and analysis. Position Requirements Bachelor’s degree in HR, Data Analytics, Business, Organizational Psychology, or related field (or equivalent experience). 3–5+ years of experience in HR analytics, people analytics, talent management, or a related data-focused role. Strong proficiency in Power BI (or similar tools such as Tableau) with demonstrated experience building custom dashboards and visualizations. Advanced Excel/Sheets skills, including data manipulation and reporting. Experience working with HR systems and data sources (e.g., Workday, LMS, HRIS, talent/succession platforms). Ability to translate complex data into clear, actionable insights and compelling visual narratives. Strong attention to detail and commitment to data accuracy and integrity. Excellent communication and stakeholder management skills, particularly with senior HR and business leaders. Ability to manage multiple priorities and operate effectively in a fast-paced, evolving environment.