Manager, HR Technology & Analytics

We are currently seeking a Manager, HR Technology & Analytics to join our team.

The Manager, HR Technology & Analytics is accountable for the effective operation, optimization and governance of HR systems, employee data, reporting, and digital processes that support People & Culture programs and services. This role ensures HR technology and processes align with business needs by leading system updates, testing, data quality, controls, and day-to-day support, while identifying and advancing opportunities for optimization. The Manager also leverages digital and AI-enabled tools, where appropriate, to enhance HR service delivery, employee experience, reporting, and overall process efficiency and effectiveness.

Here’s what would be included as a part of your typical day

1. Leadership: Provides leadership to team members by setting direction, establishing priorities, allocating resources, and ensuring team objectives align with People & Culture strategies and organizational priorities. Builds team capability through coaching, performance support, clear accountabilities, and effective operating practices. Leads collaboration across People & Culture, IT, vendors, and business stakeholders to ensure reliable HR service delivery, issue resolution, continuous improvement, and strong stakeholder confidence.
2. HR Systems, Data Integrity & Governance: Owns the operational effectiveness, governance, and control environment for HR systems and employee data processes. Establishes standards and decision-making practices for system sustainment, configuration support, access administration, testing, documentation, data ownership, and operational reliability. Leads data integrity, privacy, audit readiness, and risk controls to ensure employee information is accurate, complete, secure, appropriately governed, and managed in accordance with regulatory, privacy, audit, and organizational requirements.
3. HR Projects: Leads the HR Solutions functional direction for HR projects, system initiatives, process changes, and cross-functional implementations. Translates approved priorities into clear functional requirements, delivery plans, stakeholder engagement approaches, testing strategies, implementation support, stabilization activities, and post-implementation improvements. Contributes to business case development, project planning, change management, vendor coordination, risk identification, and decision-making for initiatives that impact HR service delivery, employee experience, and operational effectiveness.
4. HR Analytics, Insights & Decision Support: Sets the direction for advancing HR analytics maturity by defining workforce measures, reporting priorities, dashboard standards, and insight products that enable workforce planning, service delivery oversight, compliance monitoring, and evidence-based decision making. Partners with People & Culture leaders and business stakeholders to interpret workforce trends, identify risks and opportunities, and shape actionable recommendations. Champions responsible use of digital and AI-enabled tools to improve self-serve reporting, strengthen analytics capability, and increase the organization’s ability to use HR insights for planning, prioritization, and action.

Required Skills, Experience & Qualifications

• Bachelors degree required in a related field, or an equivalent combination of education and experience required; certifications in HRIS, project delivery, business analysis, data governance, process improvement, or AI/digital tools are assets.
• Minimum 6 years of progressive experience supporting business systems, HRIS or workforce technology, employee data, reporting, digital tools, process improvement, or related functions, including at least 2 years of people leadership, team lead, or solution support experience
• Experience supporting HR programs, HR systems, reporting, employee data, process improvements, vendor platforms, service models, and system updates is required.
• Experience participating in HR technology, process improvement, change, or implementation projects, including requirements gathering, testing, stakeholder coordination, documentation, communications, and post-go-live support.
• Preferred: Knowledge of HR practices, Canadian payroll or HR processes, employee data privacy, access controls, records management, audit requirements, and risk management within a regulated environment. Experience with Oracle HCM and Dayforce is an asset.
• Strong leadership and relationship management skills to support HR solutions teams, guide day-to-day delivery, and build effective partnerships across People & Culture, IT, vendors, and business partners.
• Strong communication and stakeholder management skills to explain HR system and process needs, provide practical advice, influence decisions, and support alignment across People & Culture, IT, Payroll, Risk, vendors, and business partners.
• Strong analytical and problem-solving skills, with the ability to understand HR service needs, assess process or data issues, and recommend practical improvements that support employees, leaders, and the organization.
• Strong working knowledge of HR systems, HRIS or workforce platforms, employee data, reporting tools, workflow processes, Microsoft 365, and digital tools used to support, optimize, and enhance HR service delivery, including AI-enabled tools where appropriate.
• Ability to translate HR program needs, business requirements, data needs, and employee experience goals into practical recommendations, implementation plans, support models, and process improvements.
• Experience with HR system support, employee data management, reporting, access management, vendor platforms, process documentation, and HR digital best practices within a complex or regulated environment.
• Displays an understanding of risk and risk ownership by being able to demonstrate adherence to policies and procedures.