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For the past 13 years, I have worked with numerous organizations with varying employee/revenue sizes across industries, both as an internal and external consultant, specializing in People Analytics and Talent Strategy. As someone who has a combination of 9+ years of experience in People Analytics, 2 years of experience in M&A/Business analytics, and 4 years as a former HR Business Partner and other related HR roles, I provide a unique three-pronged perspective through the following lens: (1) data & analytics, (2) the business, and (3) human resources. I was also named as #8 out of the Top 25 Human Capital Consultants and Leaders of 2023 by The Consulting Report.Blogs & Sites:• Looking to build a new People Analytics capability? Read thought leadership whitepapers that I contributed to located in the publications section on my profile.• Data Science Portfolio (R Code & Graduate Projects): https://github.com/brentdyoung• Seeking a new job? Check out my career development toolkit here: http://hrmcareerdevelopment.blogspot.com/Specialties: People Analytics: People Analytics Strategy | Current State Assessment | Target Operating Model Design | Program Development | Roadmap Implementation Design | Business Case Development | Employee Retention | Employee Survey Design | People Analytics Operationalization | Employee Life-cycle Dashboard Design & Data Visualization | Retention Risk Modeling and Forecasting | Predictive Analytics/Machine Learning/Predictive Modeling• Programming Languages & Software: R, Python, Tableau, Power BI, Alteryx, SQL, Qualtrics, Cognos, Workday, SAP, Microsoft OfficeTalent Strategies: Employee Engagement & Culture | Talent Management | Talent Development | Workforce Planning | Employee Experience | Employee Value Proposition | Career Framework & Competencies | Performance Management | Leadership Development | Diversity, Equity & Inclusion (DEI) | Skills-based EcosystemBusiness & Other: Project Management | Change Management | Organizational Design | Mergers & Acquisitions (M&A) | Business Analytics | Recurring Revenue & Subscriptions (SaaS)
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Director, People AnalyticsPacific Life Sep 2023 - PresentNewport Beach, Ca, UsHead of People Analytics, responsible for overseeing the entire Enterprise People Analytics function, setting the overall vision, global strategy, and roadmap; delivering proactive, future focused people insights across the employee lifecycle that informs HR strategy, business, and people decisions, enabling increased business value, cost-savings, employee engagement, attraction, and retention. -
Director, Human Capital Advisory & People Analytics Practice LeadKpmg Us Jul 2021 - Aug 2023New York, Ny, Us• Managed workstreams of ~5+ consultants (3 direct reports) in areas such as people analytics, talent strategy, employee experience, talent attraction, development, retention, competencies, skills, job architecture, career pathing, and organization design. • Advised clients on how to build and/or improve their People Analytics operating model maturity/capabilities from descriptive to predictive analytics.• Built a Power BI People Analytics Dashboard that allows users to view turnover, movement, representation by demographic, pay gaps, and forecast hires, leavers, and retirements. • Led employee experience, talent strategy, and talent acquisition workstream for a healthcare organization. Provided employee experience focus group and survey themes, including career site, job application, job description, and interview experience recommendations. Created an employee survey, exit survey, career pathing framework, competencies, recruiter interview guide, onboarding & retention touchpoints assessment, talent acquisition assessment, and change/communications plan.• Led organization design analytics workstream for a large professional services firm that centralized ~13k out of 45k employees across the company to form a new technology and operations organization. Built a mapping tool to facilitate people/org decisions using Alteryx and Excel. Managed the end-to-end process, combined disparate employee/financial data sources, conducted spans and layers analysis, and served as the single source of truth.• Led organizational, workload & capacity, skills gap assessment, recommendations, and roadmap for a large multinational electricity and gas company. • Led job classification assessment, compensation model, and career pathing framework for a state and local government client. • Led talent strategy and advised on macro-organizational design for a billion-dollar paint manufacturing company undergoing finance transformation. Previous position: Manager (Jul 2021 – Oct 2022) -
Manager, Data Science & AnalyticsKpmg Us Oct 2019 - Jul 2021New York, Ny, Us• Managed ~5+ global data analysts, scientists, and engineers daily (3 direct reports) for M&A technology, media, and telecom clients; utilized SQL within Alteryx and Power BI dashboards to perform analyses that resulted in insights that informed company valuations and acquisition decisions. • Created logistic regression and random forest models in R to identify "at-risk" customers who are most likely to leave.• Coached, guided, and trained internal data analysts and finance stakeholders on KPIs, Alteryx, and ETL analytics tools.
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Sr. Analyst, Workforce Insights & AnalyticsThe Walt Disney Company Jul 2014 - Sep 2019Burbank, Ca, Us• Served as Corporate’s Workforce Analytics partner and program lead, partnering with business leaders, HRBPs, and HR functions (Learning, ER, OD, Compensation), and People Analytics COE, to understand priorities, needs, challenges, and provided/presented insights that enabled better people and business decisions.• Designed Tableau workforce & DEI dashboards, performed ad hoc analyses, and communicated talent strength and opportunity area insights to key stakeholders for a global population of over 6000 employees.• Led roll-out of new enterprise-wide self-service products (e.g., dashboards, reports, surveys, quick reference guides, etc.), increasing user adoption, in addition to leading corporate’s data quality and governance team.• Conducted advanced analytics such as building a Retention Risk Model using logistic regression in R to predict the probability that an employee will leave the company and determined which factors prompt them to leave, including building forecast models to predict labor hours to more efficiently allocate resources.• Project managed Corporate’s Employee and other life-cycle surveys (e.g., exit survey), including design, deployment, visualization, analysis, and communication of survey results, driving leader engagement and action planning.• Conducted quarterly trainings and forums on HR and data-driven culture best practices to the Corporate HR team.• Led Disney/21st Century Fox merger tracking of RIFs/layoffs for 1 year, leading to enhanced visibility for the VP of HR. Previous position: Analyst (Jul 2014 – Dec 2016) -
Coordinator, Hr Business PartnersThe Walt Disney Company Jul 2012 - Jul 2014Burbank, Ca, Us• Provided HRBP client support in areas such as onboarding, leadership and career development, talent planning, action planning, change management, org design, employee relations, performance management, and separations.• Proposed, created, and implemented new content and materials related to client and enterprise related projects that increased employee engagement, facilitated career movement, and enhanced leadership development (e.g., rotation/mentoring programs, change management/OD toolkit, career development and manager resource guide).• Led and conducted 6 New Leader Integration programs that accelerated a leader’s transition within the organization; interviewed over 50 employees; generated themes surrounding culture, work environment, team dynamics, recommendations, and presented the results to the new leaders.• Analyzed exit surveys and conducted exit interviews, including assisting with involuntary separations.
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Reporting Coordinator, Hr Shared ServicesNbcuniversal, Inc. Feb 2012 - Jul 2012New York City, Ny, Us• Conducted, analyzed, and created individual and departmental HR/performance management service center analytics reports daily using PowerPoint and Excel tables, charts, statistics (e.g., workforce analytics, benchmarking, goals/targets, trends, and analysis); used to identify opportunities for HR, departmental, and operational process and performance improvements so that upper management can make informed decisions.• Analyzed daily call volume and altered employee work schedules accordingly, resulting in optimal staff performance.• Provided daily support and assisted the HR Director and Manager with special projects (e.g., HR research, competencies, guidelines, performance incentives, departmental-based focus groups, brainstorming, curriculum, etc.).• Answered and resolved HR, benefits, and payroll related inquiries daily using SAP, ADP and HR systems. -
Intern, People And OrganizationSony Pictures Entertainment Sep 2011 - Dec 2011Culver City, Ca, Us• Provided daily support to the VP of HR, HR Business Partner, Manager of Recruitment/Inclusion, and College Recruiter.• Served as Recruitment Coordinator for the internship program by assisting with the full-cycle of recruitment such as posting jobs, sourcing resumes, scheduling interviews, and phone interviewing candidates.• Assisted with the onboarding process by processing background checks, generating new hire documentation, and entering interns into Openhire.• Analyzed Sony’s onboarding survey and created a competitor employer branding analysis of all the major entertainment studios that resulted in the rebranding of Sony Picture’s career website. -
Intern, Corporate Human ResourcesDirectv May 2011 - Aug 2011El Segundo, Ca, Us• Conducted focus groups, generated themes, and created/presented a Career Development & Planning Guide to the EVP of HR and HR Executives that was implemented onto the company intranet site for 20,000 employees to use and access.• Created DIRECTV’s first intern experience survey and conducted focus groups with over 75 interns and presented the results to the Chief Human Resources Officer. -
Undergraduate Associate, Corporate Human ResourcesThe Walt Disney Company Nov 2010 - Apr 2011Burbank, Ca, Us• Provided support and offered strategic suggestions to the Corporate Legal Senior HR Manager, Business Partner, and Coordinator.• Analytically searched and extracted performance appraisal descriptions for the Legal Assistant performance review.• Statistically analyzed the department’s 400 performance reviews utilizing Excel, used to inform future departmental and training decisions.• Researched, proposed a solution, and presented a performance management and skills gap analysis project for the possible implementation of a new department-wide legal assistant structure.• Created and analyzed departmental surveys taken by 350 worldwide employees; generated themes and recommendations.
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Intern, Corporate Talent AcquisitionInternet Brands Jun 2010 - Sep 2010El Segundo, Ca, Us• Assumed the role as sourcing expert, screening and analyzing over 1000 resumes weekly using creative search strings, recommending over 50 quality candidates daily to recruiters for business and technology positions resulting in 10 hires.
Brent Young Skills
Brent Young Education Details
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Northwestern UniversityPredictive Analytics -
Usc Marshall School Of BusinessBusiness Administration
Frequently Asked Questions about Brent Young
What company does Brent Young work for?
Brent Young works for Pacific Life
What is Brent Young's role at the current company?
Brent Young's current role is Director, People Analytics at Pacific Life.
What is Brent Young's email address?
Brent Young's email address is br****@****usc.edu
What is Brent Young's direct phone number?
Brent Young's direct phone number is +162668*****
What schools did Brent Young attend?
Brent Young attended Northwestern University, Usc Marshall School Of Business.
What skills is Brent Young known for?
Brent Young has skills like Human Resources, Employee Engagement, Performance Management, Leadership, Onboarding, Training, Management, Organizational Development, Microsoft Office, Microsoft Excel, Interviews, Change Management.
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