HR Data & Analytics Manager

As a member of the HR team, the HR Data & Analytics Manager is responsible for cleaning, validating, organizing, managing, and presenting data for HR‑related processes, projects, and initiatives. You will serve as a link between HR Operations, project management, Finance, and company leadership. This role owns data management for key HR and company initiatives including the performance review process, compensation programs, AI and process improvements. You will use technology to automate and integrate solutions that drive strategic decisions.

What does a great HR Data & Analytics Manager do?
The HR Data & Analytics Manager gathers, validates, organizes, analyzes, and interprets HR data to drive strategic decision‑making and enhance HR practices. This role requires a blend of skills in analytics, scripting & automation, data modeling & integrations, attention to detail, and a strong understanding of HR processes.

How you will provide meaningful contributions

Data Management

• Collect, maintain, and update HR data related to employee performance, job architecture, compensation, and other HR metrics.

• Ensure data integrity and accuracy by performing regular audits and validations. Partner with HRIS to maintain system controls, data integrity, and related processes.

Metrics, Reporting, Insights & Analysis

• Build and maintain a suite of scripts, using R (preferred)/Python to automate reporting & analysis for the HR team and senior leadership.

• Develop and maintain HR dashboards, reports, and automated data pipelines using Power BI, scripts, and related technologies to deliver reliable, actionable insights to HR business partners and executive leadership.

• Build robust data models that ensure our dashboarding products are performant. The HR Data & Analytics Manager should have experience in dimensional modeling, star schemas, data processing & pipelining, and using schedulers/orchestration tools.

• Build and maintain integrations/interfaces to extract and transform data from source systems (UKG, Pave, and related HR systems) into reporting and dashboard pipelines.

• Regularly audit data in pipelines for any upstream changes that may impact downstream products. The candidate should have a strong understanding of observability/monitoring.

• Build integrations between semantic models and LLMs (Glean) to create/refine conversational AI agents for HR.

• Responsible for defining data/KPIs, documenting reports/analyses, and maintaining a reliable source of truth for HR metrics.

• Present data and insights to HR leadership, senior leadership, and other stakeholders.

• Conduct in‑depth analysis of HR data to identify patterns and correlations.

• Provide actionable insights to support strategic HR initiatives.

• Ensure data integrity and confidentiality in compliance with relevant regulations.

• Support the ongoing maintenance of HRIS (UKG) and related controls.

• Support analysis/reporting of ongoing employee listening initiatives (Annual Pulse Survey, Exit Interviews, Onboarding Surveys)

AI Integration

• Collaborate with IT and HR teams to integrate AI solutions into HR processes and systems.

• Create new and refine existing agents that will support HR operations. Experience with Glean, OpenAI, and/or Claude are a plus.

• Use AI tools to analyze HR data and generate predictive insights.

Performance Management & Promotion Processes

• Support the performance management process by providing accurate data and insights. Partner with HRBPs and HRIS to deliver calibration reporting and insights that support timely, consistent decisions.

• Analyze performance data to identify trends and areas for improvement.

Compensation Program

• Manage data related to compensation programs, including salary surveys, market analysis, and internal equity assessments. Provide data‑driven recommendations to support compensation decisions.

• Work with the Director of Total Rewards to refine company-wide salary bands, ensuring alignment with the external market.

• Support the year-end compensation process in Pave, ensuring all data is appropriately audited and updated for launch. This will include auditing historical pay data, defining eligibility criteria & exceptions, refining all jobs/pay zones, uploading refreshed salary bands, creating all approval workflows, recommendation logic, reporting, auditing, modeling budgets, and generating reward letters.

• Candidate preferably will have experience managing a year-end compensation process; including merit & annual bonus cycles.

Workforce Planning

• Conduct workforce analysis to support talent management and recruitment strategies.

• Own and administer the company’s FTE request and approval, Remote Working Abroad, and International Shift Allowance and Holiday Pay Claims Request processes.

Project Management & Process Improvement

• Collaborate with HR and other teams to streamline reporting processes, improve data accuracy, and plan future data structures and deployment processes.

• Develop and implement automation processes and standards to drive operational efficiencies and facilitate change.

• Serve as the master‑data focal point to enhance HR process automation.

• Coordinate large‑scale data‑gathering exercises and associated system updates.

• Implement procedures related to the secure and efficient collection, handling, and sharing of data.

Technology/Tooling Experience

• An ideal candidate will have strong experience in scripting, dashboarding, data modeling, BI engineering, pipelining, and automation

• Must haves: R (preferred)/Python, PowerBI, Pave, Power Automate, Excel, MS Forms, Glean, Claude, OpenAI, AWS (Workspace), HRIS (UKG/Workday), and related tools.

• Preferred experience with version controlling, CICD, schedulers/orchestration tools (e.g Github/Gitlab, Docker, Airflow, etc.)

What you bring

• Strong compensation experience, including salary survey participation, market pricing, pay structure/banding, and pay equity analysis.

• Proven experience working with HR data, analytics, and reporting in a complex or global organization.

• Advanced Excel skills; experience with HRIS platforms (UKG or similar) and BI/reporting tools.

• Strong attention to detail and data accuracy, with the ability to manage sensitive and confidential information.

• Excellent communication skills, with the ability to translate data into insights for HR and executive leadership.

About InvestCloud

InvestCloud, a global leader in wealth technology, aspires to enable a smarter financial future. Driving the digital transformation of the wealth management industry, the company serves a broad array of clients globally, including Wealth and Asset Managers, Wirehouses, Banks, RIAs, and Insurers. In terms of scale, the company’s clients represent more than 40 percent of the $132 trillion of total assets globally. As a leader in delivering personalization and scale across advisory programs, including unified managed accounts (UMA) and separately managed accounts (SMA), the company is committed to the success of its clients. By equipping and enabling advisors and their clients with connected technology, enhanced intelligence, and inspired experiences, InvestCloud delivers leading digital wealth management and financial planning solutions, complemented by a dynamic data warehouse, which scale across the complete wealth continuum. In 2024, InvestCloud was named CNBC World’s Top Fintech Company, a proof point of the company’s commitment to innovation and client success. Headquartered in the United States, InvestCloud serves clients around the world. For more information, visit InvestCloud.com.

Our Values

• Client Connected
• Human Centered
• Technology Forward
• Respect + Integrity
• Excellence

The actual salary will vary based on applicant’s education, experience, skills, and abilities, as well as internal equity and alignment with market data. The salary may also be adjusted based on the applicant’s geographic location. Salary range: $155,000 - $175,000. Benefits include medical/Rx, dental, vision, disability, and life/AD&D insurance plans, Flexible Savings Account (FSA), Health Savings Account (HSA), Employee Assistance Plan (EAP), health advocacy, voluntary ancillary plans (accident, critical illness, hospital indemnity, legal, identity theft, auto/home, and pet insurance), 401(k) retirement savings plan with company match, and paid time off.

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