Manager of HR Technologies & Analytics

Do you have hands-on experience configuring and optimizing HR technology platforms? Are you skilled at transforming workforce data into clear, actionable insights? Are you a leader who enjoys owning complex projects from strategy to adoption? If so, then we’d like you to join our dedicated team as Manager of HR Technologies & Analytics. About the Role: We are seeking a hands-on Manager of HR Technologies & Analytics to own the systems, data, and reporting that run our People Operations function. This is a working manager role: you will set the HR technology roadmap and lead a team of highly skilled technical analysts, while staying close enough to the platforms to configure, test, and troubleshoot alongside them. You will serve as the HR-side owner of our core HCM platform, our learning and talent systems, and the integrations that connect them, and you will lead HR technology projects from scope through adoption. This role requires a unique combination of broad HR knowledge, technical expertise, leadership, and strong relationship-building skills. Success in this role means leaders across the business have accurate, timely, well-defined workforce data, and that our HR systems get simpler and more automated over time, streamlining our processes and adopting new system features to make work easier for managers, teammates and candidates. A well-rounded understanding of HR disciplines, including recruiting, benefits, payroll, compensation, learning, talent management, performance management, and HR compliance, is essential so this individual can understand business needs, connect processes across the teammate lifecycle, and maximize the value of our HR technology. Success also requires someone who is highly collaborative, approachable, service-oriented, and effective at building trusted relationships across People Operations and the broader organization. In this role, you will: Own the HR Technology Strategy and Roadmap: Own and maintain a multi-year HR technology roadmap that sequences platform investments, module rollouts, and integration work against People Operations and business priorities. Evaluate current and prospective HR systems, modules, and vendors; develop business cases, cost/benefit analyses, and recommendations for leadership. Partner with IT, Payroll, Finance, and business leaders to align HR technology decisions with enterprise architecture, data, and security standards. Develop a strong understanding of People Operations processes across recruiting, onboarding, compensation, benefits, payroll, learning, performance management, talent management, employee data, and HR compliance to ensure technology solutions support the full teammate lifecycle. Establish and enforce governance for system configuration, release management, and change control across the HR technology stack. Take Hands-On Ownership of the HCM Platform (Dayforce): Serve as the senior hands-on configuration resource for the core HCM platform, personally building and testing configuration, workflows, forms, security roles, and reports alongside the team. Lead release readiness: Assess each vendor release, test impacted configuration, and adopt new functionality that advances the roadmap. Own HCM integrations with payroll, benefits, learning, and third-party vendors, including monitoring, error resolution, and documentation. Troubleshoot and resolve escalated system issues to maintain platform stability, data integrity, and end-user confidence. Own and Maintain Compensation Data: Own and administer the Dayforce Compensation module, including configuration, testing, annual compensation cycles, workflows, security, reporting, and ongoing optimization. Own and maintain the Compensation database, ensuring compensation data is accurate, current, well-organized, secure, and appropriately integrated with Dayforce and other HR systems. Support annual compensation planning and review processes and identify opportunities to automate and streamline compensation administration, reduce manual processes, and improve data integrity. Optimize Learning and Talent Systems: Administer and optimize the learning management system (Cornerstone Galaxy), including catalog structure, assignment rules, certifications, compliance training tracking, and completion reporting. Partner with the Learning Center to translate learning program design into scalable system configuration and a clear learner experience. Connect learning, performance, and talent data to core HCM records so reporting reflects one view of the teammate rather than separate silos. Analyze and Report on HR Data: Build and maintain the HR reporting and dashboard portfolio, covering measures such as headcount, turnover, hiring, compensation, and learning completion, for People Operations and business leaders. Define and document metric definitions, data sources, and calculation logic so reported numbers are consistent and defensible across the organization. Deliver ad hoc analysis on workforce trends and translate findings into clear, actionable recommendations for decision-makers. Advance the function from standard reporting toward manager self-service analytics and, over time, forward-looking and scenario-based views. Lead Projects: Lead HR technology projects end to end, including scope, plan, resourcing, risk, testing, cutover, and adoption for module implementations, integrations, and system consolidations. Serve as the HR-side lead on cross-functional projects with IT, Payroll, and Finance, translating HR process needs into technical requirements and technical constraints back into business language. Support the annual Profit Sharing process through seamless integration between Dayforce and the Profit Sharing tool. Consider and implement ways to streamline this process. Manage vendor and implementation-partner relationships, holding them accountable to scope, timeline, and quality commitments. Drive adoption through change management, training, communication, documentation, and post-launch support. Lead and Develop a Team: As a member of the People Operations leadership team, work across the team to build rapport, protect and foster trust and communication, ensure the development of teammates within the team. Be an active, collaborative, and trusted partner who builds strong relationships across People Operations and the broader organization. Foster an environment of trust, respect, open communication, teamwork, and shared accountability, and contribute positively to the effectiveness and culture of the team. Develop strong working relationships with HR functional leaders and teammates, taking the time to understand their priorities, challenges, and processes before recommending technology solutions. Model a service-oriented, solutions-focused approach, recognizing that successful HR technology depends as much on relationships, adoption, and user experience as it does on technical configuration. Manage, coach, and develop a team of highly skilled HR technology and data analysts, setting clear priorities, technical standards, and quality expectations. Review the team’s configuration and analytical work directly, unblocking technical problems and raising the technical bar through example rather than delegation alone. Set performance goals, deliver regular feedback and reviews, and build development plans that deepen both technical and consultative capability. Strengthen documentation, peer review, and knowledge-sharing practices to reduce single-point-of-failure risk within the team. Govern Data, Maintain Security, and Drive Process Optimization: Maintain HR system security models and role-based access, including periodic access reviews and segregation-of-duties considerations. Ensure HR data practices comply with applicable data privacy regulations and internal security protocols; partner with IT and Security on controls and incident response. Continuously assess HR processes and workflows for automation and simplification opportunities, and implement improvements that reduce manual effort and error rates. Expand teammate and manager self-service capability to move routine transactions out of the HR queue. About You: Bachelor's degree in Human Resources, Information Systems, Business Analytics, Business Administration, or a related field; equivalent professional experience will be considered. 5 or more years of progressive HRIS or HR technology experience, including direct, hands-on system configuration, reporting, and integration work. 2 or more years leading, supervising, or formally mentoring technical analysts, with accountability for their work quality and development. Demonstrated experience owning HR technology projects end to end, from requirements through implementation and adoption. Broad working knowledge of HR practices and processes across multiple disciplines, including compensation, benefits, payroll, recruiting, talent management, learning, performance management, and HR compliance. Experience supporting compensation processes and/or compensation technology strongly preferred. Our ideal candidate will also: Have hands‑on Dayforce (Ceridian) configuration and reporting experience ideally across modules such as HR, Payroll, Time, Benefits, Talent, and Performance, and Compensation module (strongly preferred). Have experience administering a learning management system (a plus), with Cornerstone experience especially valued, including catalog structure, assignment rules, and completion reporting. Be able to build, defend, and execute a multi-year HR technology roadmap, translating it into a sequenced and resourced plan. Possess a strong reporting and analytics capability, including advanced Excel and experience with a business intelligence or visualization tool such as Power BI. Possess a working knowledge of HR data structures and integration methods, including APIs, flat-file and SFTP transfers, and data validation practices. Be willing and able to remain hands‑on in the systems; this role builds, tests, and troubleshoots directly rather than directing only. Have a proven ability to lead, coach, and retain highly skilled technical analysts. Possess strong project management skills across implementations, upgrades, integrations, and system consolidations. Be able to translate HR process requirements into technical specifications and to explain technical constraints in plain business terms. Possess an analytical mindset with the ability to interpret workforce data and generate well‑documented, actionable insights. Demonstrate excellent communication and interpersonal skills, with the credibility to work effectively across HR, IT, Payroll, Finance, field leadership, and external vendors. Be approachable, responsive, and service-oriented, with the ability to build trust and credibility with both technical and non-technical stakeholders. Have strong listening and influencing skills, including the ability to understand differing perspectives, navigate competing priorities, and develop practical solutions collaboratively. Have a demonstrated ability to visualize and implement workflow automation. Have a demonstrated commitment to data security, confidentiality, and compliance with relevant HR and data privacy regulations. Practice a high level of integrity, ethics, and professionalism. #J-18808-Ljbffr