Head of People Science, Workforce Transformation Consulting

Head of People Science, Workforce Transformation Consulting

New York City | San Francisco

About MatterMore

MatterMore's mission is to provide our clients with frontier workforce decisioning intelligence, steering how humans work with each other and with AI by applying advanced research techniques from data science, I/O psychology, and other fields to an expanding set of workforce data.

About the role

MatterMore delivers intelligence that companies use to make critical decisions for transforming their workforce. We enable business leaders to skillfully navigate AI transformation to empower human and economic flourishing. We distill vast amounts of enterprise data into truth, turn that truth into actionable insights, and compose those insights into stories that move executive stakeholders to make informed, high-impact decisions.

We are a dedicated team of researchers and engineers working with global Fortune 500 enterprise customers. We are looking for the senior people scientist who sits at the center of that work: the executive-facing expert who partners with CHROs, People Analytics, and COE HR leaders to uncover workforce opportunities, translates collaboration, activity, and productivity data into decisions leaders act on, and carries the science into the room where enterprise deals are won and expanded.

We have customers and a working delivery model. You will advise our largest accounts directly, turn what works into playbooks that scale across accounts, and partner with our product and data science teams to shape what our workforce intelligence platform becomes.

We're seeking a people scientist who has grown into a workforce-transformation leader with:

1. The credentials, experience, and analytical depth to work our richest datasets – passive and active listening, behavioral telemetry, organizational network data
2. Executive presence to confidently lead Fortune 500 leadership teams through human-led, AI-powered workforce transformation
3. Commercial instincts to grow the accounts you serve.

If this sounds like you — let's talk

Responsibilities

• Own workforce transformation engagements with Fortune 500 clients end-to-end: partnering with client CHROs, HR leadership teams, COEs (Recruiting, Total Rewards, HR Ops, Org Design, Learning & Talent Development, HRBPs) and cross-functional business heads to move organizations from diagnosis to executed change

• Serve as the primary technical HR-science expert for critical pursuits — shaping proposals, demos, and executive presentations that win new enterprise logos and expand existing accounts

• Turn workforce data — collaboration & activity data, productivity signals, organizational network data, and employee listening — into predictive, decision-grade insights, integrating people analytics into clients' workforce planning and talent decisions

• Lead the change management that makes transformation stick: move stakeholders from questions to findings to executed decisions, define success up front, and measure impact of decisions — from value ROI & realization to workforce outcomes

• Codify delivery into operational playbooks and diagnostic frameworks that standardize quality and scale across accounts

Why this seat is different

At MatterMore, people science is our core product. What you learn in an executive room becomes a shipped intelligence surface weeks later: you'll partner directly with our product, data science, engineering teams to turn our client’s needs into platform capabilities – validating real customer scenarios, pressure-testing new intelligence surfaces, and influencing the roadmap – and apply our growing capability set in the next executive room. If you've watched your best transformation work die in decks, this is the seat where it compounds.

You may be a good fit if you have:

Deep people-science expertise applied at enterprise scale

• 6+ years in people science, workforce transformation consulting, or people analytics serving global enterprise (Fortune 500) portfolios
• Hands-on experience with employee listening at enterprise scale – and especially passive listening: collaboration, activity, and productivity data (e.g., Microsoft Viva Insights / Glint, M365 or Google Workspace telemetry, organizational network analysis) and joining with active listening and workforce data (job architecture/descriptions, skills) 
• Rigor about measurement – defining success up front, skepticism of vanity metrics, and updating beliefs based on evidence
• Advanced degree in I/O psychology, organizational psychology, or a related behavioral science; PhD strongly prefe