Head of management hr

The HR Manager, Workforce Analytics & Payroll is responsible for leading workforce reporting, labor analytics, payroll data integrity, and workforce planning initiatives across the organization. This position serves as the organization's subject matter expert in workforce metrics, payroll reporting, attendance analysis, labor utilization, and workforce data management. The role develops and delivers actionable workforce intelligence through dashboards, scorecards, key performance indicators, and analytical reporting that support strategic decision-making by Executive Leadership, Human Resources, Operations, and Accounting.

The HR Manager, Workforce Analytics & Payroll ensures the accuracy, integrity, and governance of employee, payroll, attendance, leave, and workforce data while supporting payroll operations through auditing, reconciliation, validation, and compliance activities. This position partners closely with the HRIS Manager and operational leaders to optimize reporting processes, improve labor efficiencies, identify workforce trends, support compensation analyses, and ensure compliance with organizational, contractual, and regulatory reporting requirements. The role also oversees workforce forecasting, staffing analytics, labor cost management, government reporting, and workforce-planning efforts designed to enhance operational effectiveness and support the organization's strategic objectives.

This position requires strong analytical skills, advanced reporting expertise, a thorough understanding of payroll and workforce management processes, and the ability to translate complex workforce data into meaningful business insights that drive organizational performance.

Develop, maintain, and distribute workforce reports, dashboards, scorecards, and analytics for Executive Leadership, Human Resources, Accounting, and Operations.

• Analyze workforce trends including turnover, retention, absenteeism, overtime, staffing levels, vacancies, labor utilization, employee demographics, and other workforce metrics.
• Partner with the HRIS Manager to develop, maintain, validate, and optimize reporting processes within UKG and related workforce management systems.
• Ensure accuracy, integrity, and consistency of employee, payroll, attendance, leave, and workforce data.
• Review, audit, and validate employee timekeeping records, attendance transactions, PTO usage, holiday pay, and leave balances to ensure payroll accuracy. Ensuring reporting accuracy to FMLA, CFRA, PDL, or any other protected leaves in coordination with the HR role.
• Monitor payroll exception reports and partner with managers to resolve missing punches, attendance discrepancies, timecard corrections, and payroll-related data issues.
• Perform payroll reconciliation activities by comparing workforce data, attendance records, labor reports, and payroll outputs to identify and resolve discrepancies.
• Support payroll (recommend clarifying whether the role supports, reviews or approves) processing through data validation, quality assurance reviews, auditing activities, and workforce reporting.
• Maintain oversight of PTO accruals, leave balances, attendance tracking, and workforce scheduling data to ensure compliance with Company policies and applicable regulations.
• Develop and distribute labor utilization, overtime, attendance, absenteeism, payroll, and productivity reports.
• Manage and prepare SourceAmerica, AbilityOne, ERS, headcount, compensation survey, and other required government and contractual reports.
• Conduct compensation analyses, market pricing studies, pay equity reviews, wage benchmarking, and labor market research.
• Create and maintain executive dashboards and key performance indicators (KPIs) to support organizational decision-making.
• Support workforce planning, succession planning, staffing analysis, and labor forecasting initiatives.
• Assist with audits, compliance reviews, government inspections, and requests for workforce data and reporting.
• Monitor workforce trends and identify opportunities for operational improvements, labor efficiencies, and cost management.
• Develop and maintain reporting procedures, data governance standards, and documentation related to workforce reporting and analytics.
• Provide training and guidance to managers regarding workforce reporting, attendance management, payroll data accuracy, and reporting tools.
• Participate in special projects and perform other duties as assigned.

This role has direct reports and performance evaluation authority. May provide functional oversight, training, and guidance to Human Resources staff and managers regarding reporting processes, workforce data management, attendance administration, and payroll-related procedures.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Bachelor's Degree in Human Resources, Business Administration, Data Analytics, Finance, Accounting, Information Systems, Statistics, or related field; Five (5) years of progressively responsible Human Resources experience with emphasis on workforce reporting, payroll administration, compensation analysis, HR compliance, workforce analytics, or related functions.

• Experience supporting payroll and timekeeping administration required.
• Experience utilizing HRIS systems and advanced reporting tools required.
• Advanced Microsoft Excel skills including Pivot Tables, VLOOKUP/XLOOKUP, Power Query, formulas, and workforce data analysis.
• Strong understanding of payroll administration, attendance management, and leave administration.
• Experience auditing time and attendance records and resolving payroll discrepancies.
• Knowledge of compensation analysis, labor reporting, and workforce planning methodologies.
• Working knowledge of UKG or similar workforce management systems.
• Knowledge of federal, state, local, and contractual recordkeeping and reporting requirements.
• Ability to analyze large data sets and communicate findings clearly to leadership.
• Strong attention to detail and commitment to data accuracy.
• Maintains professional communication with Executive Leadership, Human Resources, Payroll, Finance, Operations Management, Government Agencies, SourceAmerica representatives, auditors, consultants, and vendors.

LANGUAGE SKILLS : Ability to effectively present information in one-on-one and small group situations to customers, clients, and other employees of the organization.

Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals. Ability to compute rate, ratio, and percent and to draw and interpret bar graphs.

Ability to deal with problems involving several concrete variables in standardized situations.

CERTIFICATES, LICENSES, REGISTRATIONS : This includes a company-conducted background check, as well as any required national or state criminal background checks, fingerprinting, and verification of legal authorization to work in the United States. Employees must meet and maintain all background investigation requirements as outlined by Company policy and applicable contractual or regulatory standards.