Manager, Data Analytics and HR Systems

Job Description

Job Description

Manager, HR Systems and Data Analytics

Department : Human Resources

Reports To : SVP, Human Resources

The HR Systems and Data Analytics Manager is responsible for managing and maintaining multiple HR systems, including HRIS (UKG), Rewards Platform (Nectar), talent acquisition software, and other solutions.

This role requires significant expertise in HRIS products and processes used by HR Shared Services Centers and HR Business Partners.

The role is integral in supporting HR operations by leveraging data for decision-making, optimizing HR processes, and ensuring the accuracy of employee information.

The ideal candidate will have a strategic mindset with strong analytical skills to drive operational efficiency and financial performance, with a focus on customer success and satisfaction.

This position is based in San Diego, CA, with a hybrid work schedule (3 days per week in office).

Areas of Accountability :

• Serve as the subject matter expert (SME) for the HRIS platform (UKG), managing system implementation, configuration, and troubleshooting.
• Lead data governance initiatives to ensure data accuracy, consistency, and security across HR systems.
• Conduct regular audits of HRIS data to ensure compliance with internal and external requirements.
• Manage user access controls to protect sensitive HR data and ensure that only authorized personnel can access it.
• Lead HRIS projects, including system upgrades, new module implementations, integrations with other business systems, and data migration.
• Develop and implement HRIS best practices to maximize system functionality and improve HR processes and reporting.
• Design and develop people analytics dashboards to track key HR metrics such as employee engagement, turnover, and performance.
• Analyze employee lifecycle data (hiring, promotions, performance, and attrition) to identify trends and opportunities for improvement.
• Monitor diversity and inclusion metrics to support organizational DEI goals and strategies.
• Collaborate with cross-functional teams to provide insights on workforce planning, talent acquisition, and retention.
• Perform detailed analysis of HR data, including workforce metrics, headcount, turnover, and compensation trends, and provide actionable insights to HR leadership.
• Collaborate with senior management to define and track key performance indicators (KPIs) aligned with organizational objectives.
• Leverage predictive analytics to forecast talent needs, optimize staffing levels, and improve retention strategies.
• Automate reporting processes to increase efficiency and reduce manual data handling.
• Design and implement A / B tests and data-driven strategies for HR programs, recruitment efforts, and engagement initiatives.
• Lead or support the design, analysis, and administration of compensation programs, including salary structures, incentive plans, and equity programs.
• Conduct market analysis and benchmarking studies to ensure competitive and equitable compensation practices.
• Partner with HR leadership during the annual compensation review process to ensure accuracy in data reparation, modeling, and reporting.
• Provide expert guidance on compensation matters, including pay equity and compliance with compensation regulations.
• Perform financial analytics related to HR operations, including budgeting, forecasting, and tracking HR-related costs such as recruitment, training, and employee compensation.
• Develop cost-benefit analyses for HR initiatives, including new system implementations, employee programs, and compensation structures.
• Analyze the financial impact of employee turnover and retention strategies, providing insights into how changes in workforce management affect the organization’s bottom line.
• Collaborate with finance teams to ensure alignment between HR strategies and overall financial goals, providing detailed reports on workforce costs and their impact on company performance.
• Monitor compensation structures and their alignment with budgetary constraints, ensuring competitive yet sustainable pay practices.
• Develop financial models to evaluate the impact of different workforce scenarios, such as headcount changes, compensation adjustments, or new benefits programs.
• Conduct ROI analysis for HR technology investments, ensuring financial justification for system upgrades and implementations.
• Identify and recommend process improvements related to HRIS functionality, data management, and reporting efficiency.
• Partner with HR business leaders to use analytics to support business decisions and employee engagement strategies.
• Mentor and train junior HR staff and HRIS users on system functionality, reporting capabilities, and data analysis techniques.
• Serve as a point of escalation for advanced HRIS issues.
• Additional responsibilities as assigned.

Competencies for Success :

• 7+ years of experience in HR Analytics and Systems in a fast-paced, dynamic organization; SaaS experience preferred.
• Experience in organizations with 500+ employees preferred.
• Extensive experience in HRIS system configuration, data management, and report generation.
• Proven experience in people, data, and financial analytics, with a strong ability to connect workforce strategies to financial outcomes.
• Advanced proficiency in Excel, including macros, VBA, pivot tables, and complex formulas; Power Pivot experience preferred.
• Experience in compensation analysis and program administration highly preferred.
• Strong technical and analytical skills, with the ability to translate complex data into actionable insights.
• Experience with financial modeling tools and business intelligence platforms such as Tableau, Power BI, and HRIS reporting tools.
• Excellent project management skills, with the ability to manage multiple projects simultaneously.
• Strong communication and interpersonal skills, with the ability to work effectively across departments.
• Ability to work independently and proactively solve complex problems.
• HRIS certifications (Workday, UKG Pro) preferred.
• Strong understanding of HR regulations, compensation practices, and data privacy laws.

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