Director – HR Technology & People Analytics

Job Description

The Director of Human Resources (HR) Technology and People Analytics holds a key leadership position responsible for overseeing and aligning the strategic efforts of two critical functions within the HR Operations organization: HR Information Systems (HRIS) and People Analytics. The position plays a pivotal role in driving digital transformation, optimizing HR systems and processes, and leveraging data-driven insights to support strategic workforce planning and the achievement of organizational goals. The role provides direction, leadership, and fosters collaboration and synergy between HRIS, People Analytics, IT, and the Centers of Expertise (COEs), ensuring seamless integration and alignment of people systems, data, compliance, and analytics initiatives that support HR strategy and business growth. The ideal candidate will be a forward-thinking leader passionate about leveraging technology and analytics to streamline People processes and enhance the employee experience.

Key Responsibilities

• Lead the HRIS team responsible for managing and maintaining the Human Capital Management system (Workday), including overseeing data management and collaborating closely with IT and external vendors to ensure timely completion of system upgrades, assess new release features, adopt new functionalities, and enhance existing processes.

• Establish a new People Analytics function responsible for defining and implementing a cohesive workforce data & analytics strategy and leading the development and deployment of HR data solutions including self-service reporting, dashboards, and analytics that empower and equip HR Leadership, HRBPs, COEs, and business leaders with reliable on-demand data and actionable insights to support strategic workforce planning and decision-making. 

• Build a high-performing HRIS and People Analytics team by providing leadership, guidance, mentorship, and talent development, promoting a culture of innovation, continuous learning, and collaboration within the team.

• Collaborate with IT on the development and execution of a comprehensive HR technology strategy and roadmap that ensures HR technology, data, and analytics strategies are closely aligned with the vision of executive leadership and the overarching organizational goals.

• Partner with IT to conduct long- and short-range planning, effectively translate strategic objectives into actionable HR technology initiatives and milestones, and monitor overall progress towards goals.

• Collaborate with HR process owners and IT to design HR technology and data solutions to support business processes and data-driven insights.

• Build cross-functional relationships across HR and IT to innovate, build, and sustain HR technology solutions and support the successful development, implementation, and deployment of new and enhanced technology applications, while ensuring efficient resourcing and budget management.

• Manage and enhance the application of HR technology to simplify complex data, systems, and processes, continuously identifying opportunities for automation, enhanced integration, and reporting to reduce manual effort and improve service delivery and employee experience.   

• Foster team collaboration and cohesion to establish well-structured, easily accessible HR data for advanced analytics and reporting, strategically selecting and implementing data engineering/visualization tools to elevate HR data management and processing capabilities.

• Champion innovation in data engineering/visualization technologies and procedures to enhance the HR data infrastructure, encouraging the team to actively automate data ingestion and processing, thus reducing manual efforts and expediting data availability.

• Ensure robust data governance, security, and compliance practices are in place to protect HR data and maintain regulatory compliance, collaborating with IT to ensure compliance with all applicable controls, policies, and procedures.

• Lead change management efforts related to HR technology and people analytics initiatives, facilitating communication, ensuring user engagement, and managing resistance to change, while driving a culture of innovation within the team, staying updated on emerging HR technology trends, and fostering a forward-thinking environment.

• Spearhead the exploration of cutting-edge HR technology applications and tools, staying at the forefront of technological advancements relevant to HR and advising senior leaders on new HR technology trends and solutions by providing research, cost-benefit analysis, and recommended direction with alternatives to achieve both long- and short-term objectives.

Qualifications

• Bachelor’s degree in Human Resources, Information Systems, Business Administration, or a related field.
• Advanced degree or certification (e.g., PMP, PHR, SPHR, GPHR, SHRM-CP, SHRM-SCP) is a plus.
• 10+ years of experience in HRIS management or HR technology roles, including at least 5 years of progressive leadership experience and a demonstrated ability to oversee global HR technology systems.
• Strong hands-on experience with Workday HCM and other modules. Expertise in system configuration, troubleshooting, and administration is a plus.
• Hands-on experience with ADP and ServiceNow is a plus.
• Extensive experience leveraging PowerBI or similar data engineering/visualization tools to enhance HR data and analytics.
• Proven experience leading a team, including managing, coaching, and developing team members.
• Proven experience conceptualizing and leading in the development of an HR technology strategy and roadmap.
• Proven experience in process optimization and automation, streamlining HR processes for increased efficiency.
• Experience partnering with IT teams on the development, implementation, and maintenance of HR applications.
• Experience working in global organizations with diverse geographic locations is a plus.
• Strong leadership and team management, with the ability to foster innovation and collaboration.
• Demonstrated ability to partner collaboratively with IT and other cross-functional departments.
• Strong project management skills, with the ability to manage multiple projects, deadlines, and stakeholders effectively.
• Strong analytical mindset with the ability to interpret complex data, generate insights, and provide actionable recommendations to HR and business leaders.
• Demonstrated ability to evaluate HR technology vendors and technologies, manage vendor relationships, handle contract negotiations, and manage budgets.
• Demonstrated ability to troubleshoot, identify problems proactively, and develop innovative solutions to technical challenges.
• Strong understanding of HR data governance and ability to ensure system security, data integrity, and compliance with data privacy regulations (e.g., GDPR).
• Proficiency in data engineering concepts, practices, and tools.
• Proficiency in HR analytics and reporting, HR-relevant Key Performance Indicators (KPIs), and leveraging data to drive informed decision-making.
• Excellent verbal and written communication skills, capable of conveying technical concepts to non-technical stakeholders and facilitating collaboration between departments.
• Continuous learning and awareness of emerging HR technology trends and innovations.
• Proficiency in Microsoft Office Suite and relevant software.