Manager, HR Data

Overview
Great Day Improvements - Manager, HR Data & Analytics / HRIS Insights (People Analytics Leader)
We are seeking a dynamic, forward-looking HR Data & Analytics Manager to serve as the trusted steward and storyteller of our HR data. Reporting into the Senior Director, HR Business Partner, this role works in close coordination with the Payroll & HRIS Director and partners with FP&A, Technology, and BI teams to maintain HR data integrity, integrate HR data into enterprise systems, and drive insights that shape workforce and financial strategy.

This is not just a reporting role — it's about transforming HR data into actionable narratives that highlight trends, risks, and opportunities. You will be the key resource for telling stories with HR data, helping leaders and finance partners understand and act on insights, and advancing our analytics capability from descriptive reporting to predictive and AI-enabled analytics.

Responsibilities
Data Integrity & Governance

• Partner with the Payroll & HRIS Director to:
• ensure accuracy, governance, and compliance of HR data across all systems.
• establish and enforce data quality standards, audit routines, reconciliations, and validation processes.
• manage HR data documentation, data model mapping, and standardization of reporting fields.
• Identify, escalate, and resolve data anomalies before they affect insights or decision-making.

Reporting, Analytics & Insights

• Deliver recurring and ad-hoc reports, dashboards, and scorecards (e.g., headcount, retention, attrition, hiring, DE&I, compensation, benefits).
• Build predictive models (attrition risk, workforce demand, retention levers) to move HR from descriptive to predictive analytics.
• Translate findings into compelling narratives and recommendations tailored to HR, business, and FP&A leaders.
• Partner with FP&A to align workforce data with financial forecasts, budgets, and cost models.
• Proactively surface risks and opportunities, ensuring leadership has the information needed to make timely workforce and financial decisions.

Stakeholder Engagement & Storytelling

• Partner with HR Business Partners to align analytics with workforce and business priorities.
• Collaborate with Recruiting, Compensation, Benefits, and FP&A to measure pipeline health, program effectiveness, and workforce cost drivers.
• Coach HR and business teams on how to use dashboards, reports, and insights, improving organizational data literacy.
• Serve as a trusted advisor and thought partner, embedding workforce insights into both HR and financial strategy discussions.

Technology, Integration & Innovation

• Collaborate with Technology / BI / Data Engineering to integrate HR data into the enterprise data lakehouse.
• Contribute to ETL/ELT workflows, ensuring HR data is structured for scalability, analysis, and governance.
• Evaluate, pilot, and implement new technologies — including AI, machine learning, and automation tools — to modernize HR analytics.
• Ensure HR system upgrades, enhancements, and integrations are tested end-to-end for downstream reporting impact.

Roadmap & Leadership

• Drive the HR analytics roadmap, setting priorities and evolving capabilities over time.
• Champion the shift from reactive reporting to predictive and prescriptive analytics.
• Manage or coordinate resources (analysts, contractors, vendors) as needed to deliver projects.
• Continuously improve processes to reduce manual effort and deliver faster, more impactful insights.

Qualifications
Must-Have

• Bachelor's degree in HR, Business, Analytics, Statistics, Computer Science, or related field.
• 5+ years of experience in HR analytics, HRIS, or HR data reporting roles.
• Hands-on experience with HRIS platforms (Workday, SAP SuccessFactors, Oracle HCM, ADP, etc.).
• Strong SQL or equivalent query skills; ability to manipulate and model data.
• Proficiency with BI and visualization tools (Tableau, Power BI, Looker).
• Demonstrated ability to turn complex data into clear, actionable insights and stories.
• Excellent communication and presentation skills for non-technical audiences.
• Experience partnering with Technology, BI, and FP&A teams.
• High attention to detail and proven success managing data quality and governance.

Preferred

• Experience integrating HR data into a data warehouse or data lakehouse (Snowflake, Databricks, etc.).
• Familiarity with AI / ML applications in HR (e.g., attrition modeling, predictive hiring).
• Experience spanning multiple HR domains (retention, recruiting, compensation, benefits, talent pipeline, workforce planning).
• Prior experience leading or mentoring analytics resources.
• Knowledge of data privacy and compliance requirements (GDPR, CCPA).
• Certifications in HR analytics, data science, or HRIS systems.

Success Metrics

• Trust in HR data integrity and governance.
• Widespread adoption of dashboards, reports, and self-service tools by HR, business, and FP&A stakeholders.
• Regular delivery of proactive insights that influence workforce and financial strategy.
• Demonstrable impact of predictive models (e.g., attrition risk accuracy, hiring forecasts, workforce cost planning).
• Reduction in manual reporting effort through automation and integration.
• Evidence that HR insights are shaping both business and financial decisions.

GDI is an Equal Employment Opportunity Employer