HR Technology & Analytics Manager, d-Matrix

• This is a hands-on role for someone who pairs deep HR technology expertise with strong analytical capability and a genuine interest in how automation and AI can improve how People teams work
• 8+ years of progressive experience in HR technology, HRIS, People Operations, or People Analytics, with significant hands-on ownership of HR technology and employee data
• Demonstrated experience owning multiple HR technology platforms and the integrations/data flows between them
• Deep experience administering a major HRIS platform
• Strong People Analytics capability, with the ability to move from raw data to meaningful business insights
• Advanced Excel skills and strong overall data fluency
• Experience designing and improving HR workflows, approval processes, and automation
• Demonstrated ability to identify, investigate, and resolve complex data and systems issues
• Strong project management, communication, and cross-functional partnership skills
• Bachelor's degree or equivalent experience

Desirable

• We're looking for an HR Technology & Analytics Manager to own the technology, data, and workflow foundation across People Operations, Talent Acquisition, HR Business Partnership, payroll, benefits, performance, and compensation
• You'll serve as the primary owner of HR technology strategy and administration, people data governance, and process optimization — partnering closely with the CHRO, People Operations, HRBPs, Talent Acquisition, Finance, and IT to build reliable systems and a trusted source of People data
• You'll also play a key role in People-related M&A diligence and integration
• Own and optimize the HR technology ecosystem — HRIS, talent acquisition, performance/talent management, benefits, retirement, and payroll-related integrations — including system configuration, data architecture, and permissions
• Assess the current HR technology environment, build a forward-looking roadmap, and lead requirements gathering, RFPs, vendor evaluation, and implementation when new systems are needed
• Map and redesign end-to-end People processes (recruiting-to-hire, onboarding, promotions, compensation changes, transfers, leaves, offboarding) to improve accuracy, speed, and the employee/manager experience
• Identify manual or error-prone processes and implement automation and practical AI applications across People operations, reporting, and workflows
• Establish data governance, controls, and recurring audit practices, translating data into insights and dashboards that support headcount, workforce, and organizational health decisions
• Own data standards and be hands-on in the systems — entering, correcting, and reconciling data during cleanup, implementation, or high-priority issue resolution
• Partner with People Operations and payroll providers to ensure accurate data flow into U.S. and international payroll, benefits, and retirement processes
• Lead HR technology, data, and systems integration workstreams for M&A, including assessing acquired-company systems and building repeatable integration processes