Define the annual direction for TPA by identifying key priorities, potential local projects, and initiatives in line with talent objectives.

Allocate resources effectively to balance priorities and ensure timely delivery of projects and tasks.

Collaborate with stakeholders at Red Bull Headquarters in Austria to continuously advance TPA as a global function.

Stay current on evolving workforce analytics practices, tools and technology, identifying opportunities to strengthen our capabilities and approach.

Provide leadership and guidance to 2 direct reports (Talent Analytics Specialists), fostering their professional growth and development.

Partnering closely with finance, oversee and manage headcount and talent cost planning for all North American entities, in line with regional and global processes and timelines.

Develop and continuously improve the planning process within the North America organization, supporting and upskilling Talent Partners in the effective use of the workforce planning tool and the analysis of headcount and cost impacts.

Provide cost modeling solutions in collaboration with local finance, Talent Business Partners and compensation teams to support scenario testing and planning inputs.

Leverage existing Talent data products to promote and enable a culture of data-driven decision-making within the Talent department.

Partner with Talent, Systems, and global teams to ensure data integrity and integrate Talent data. Build awareness and capability across Talent around data quality, ensuring stakeholders understand how data inputs impact the accuracy and reliability of reporting and insights.

Collaborate with the Global HR Analytics team to ensure North America’s business needs and requirements are reflected in existing and upcoming data products.

Drive adoption of newly developed data products.

Analyze Talent data to identify trends and business opportunities, translate data into actionable insights, and identify where advanced analytical or statistical approaches could provide additional value.

Stay informed on relevant HR analytics trends and best practices, identifying opportunities that may add value within the region.

Collaborate with Global HR Analytics to explore opportunities for enhanced solutions and process improvements.

Red Bull stands for individuality, authenticity and creativity. This is also what we expect from our employees. If you'd like to become part of Red Bull, bring your true and unique self to the application process.

Finding the right person for a role requires a thorough selection process. We may require a personality assessment, a video and/or in-person interview, an assignment or even a job simulation. The hiring team will share details of the process in advance.

Throughout your recruitment journey, you’ll come across moments where using AI could be an option. We encourage you to approach this with the same freedom & responsibility we offer our employees. Our recruitment process is all about getting to know you as an individual - what makes you unique, your strengths, your passions. You might use AI to polish your resume or prepare for interviews but remember nothing beats real human connection. When it comes to Red Bull Wingfinder or a video assessment, we want to see and hear your personality and feel the energy you bring. Likewise, think of a Case Study as more than just a task. It’s your chance to show us what you can really do, experience the role, and assess if it’s the right fit for you. By relying on AI, you risk missing the chance to truly stand out!

Once you submit your application, you will receive an acknowledgement email. Afterwards you can expect to hear from us within two weeks.

During the interview process you will have the chance to gauge your talents and show your drive and motivation. The hiring team will ask you about your experiences, skills and strengths that are most relevant to the job in order to get a good picture of your profile and your unique selling points.