Associate Director, HR Technology & Analytics

Mineralys Therapeutics

3d•$162,000 - $177,000•Remote

About The Position

The Associate Director, HR Technology & Analytics is a senior individual contributor within the HR Operations function, responsible for leading execution of Mineralys’ HR technology and people analytics priorities. Reporting to the VP, HR Operations & Analytics, this role partners closely on roadmap planning and is accountable for the implementation, administration, optimization, and continuous improvement of HR systems, while advancing reporting and analytics capabilities that support data-informed talent and business decisions. This is a hands-on leadership role suited for a builder who thrives at the intersection of HR, technology, and data. The successful candidate will be comfortable operating across both strategic and tactical work, serving as an internal subject matter expert for HR systems and analytics while partnering closely with HR leadership, IT, Finance, and business stakeholders to deliver practical, scalable solutions.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Information Systems, or a related field.
6–8+ years of progressive HR technology and/or HRIS experience, with demonstrated growth in scope and responsibility.
Hands-on experience leading HR system implementations and post-implementation optimization in a production environment.
Demonstrated experience managing HR technology vendors, contracts, and service delivery.
Strong HR analytics foundation, including experience designing dashboards, defining metrics, and translating data into business insights.
Working knowledge of HR data governance, data integrity practices, and reporting consistency standards.
Experience partnering with IT on enterprise application integrations, security, and data architecture.
Excellent communication and stakeholder management skills, with the ability to influence without direct authority.
Proven ability to manage multiple concurrent initiatives in a fast-paced environment with evolving priorities.

Nice To Haves

Workday certification(s) or equivalent platform certification preferred.
Experience with BI and data visualization tools such as Power BI, Tableau, Workday Prism Analytics, or similar platforms preferred
Experience in a biotech, pharma, or life sciences environment preferred
Comfort operating in a lean, growth-stage organization
Hands-on experience with Workday HCM (HCM, Recruiting, Compensation, Benefits, Performance, People Analytics, Time, Payroll).
Experience applying advanced analytics approaches to workforce data is preferred.
Familiarity with GDPR and other data privacy regulations as they apply to HR data.
Project Management certification (PMP) or equivalent experience leading structured implementations.
Master’s degree or HR professional certification (PHR, SPHR, SHRM-CP, SHRM-SCP, or HRIP).

Responsibilities

Partner with the VP, HR Operations & Analytics and HR leadership to help shape and evolve the HR technology strategy, ensuring systems and tools align with organizational growth and HR priorities.
Support the development and maintenance of the HR technology roadmap, evaluating emerging tools, platforms, and capabilities against business needs.
Lead research, requirements gathering, and business case development for HR technology investments; present recommendations and options to senior stakeholders.
Stay current on HR technology trends, innovations, and market developments to identify opportunities to enhance capabilities and improve user experience.
Lead the implementation, configuration, and ongoing administration of Mineralys’ HR systems, ensuring platforms are optimized, scalable, and operationally reliable.
Manage end-to-end HR technology projects including system implementations, integrations, upgrades, and enhancements, serving as project lead from requirements through go-live and stabilization.
Oversee system releases, testing cycles, issue resolution, and feature adoption across update cycles.
Ensure HR systems effectively support the employee lifecycle including recruiting, onboarding, compensation, benefits, performance management, learning, and offboarding.
Partner with IT to manage integrations, data architecture, access governance, security, and compliance across HR systems.
Maintain comprehensive documentation of system configurations, workflows, business processes, and support materials.
Support compliance with applicable regulatory, privacy, and data protection requirements across HR systems.
Serve as the primary point of contact and relationship manager for HR technology vendors and third-party service providers.
Manage vendor contracts, SLAs, renewal cycles, and performance expectations; escalate and resolve issues effectively.
Evaluate vendor roadmaps and advocate for Mineralys’ needs in product development conversations.
Coordinate vendor-driven upgrades, enhancements, and new module rollouts in alignment with internal priorities.
Support the continued development of Mineralys’ HR analytics capabilities, strengthening foundational reporting, dashboarding, and insight generation.
Own recurring reporting cadences (monthly dashboards, quarterly workforce reviews) and respond to ad hoc analytical requests with clear, data-driven narratives.
Collect, model, interpret people data to identify trends and insights across talent acquisition, retention, engagement, compensation equity, diversity, and organizational effectiveness, and surface actionable recommendations for HR business partners and senior leadership.
Define and standardize HR metrics and KPIs, including data definitions, calculation standards, and reporting consistency across the organization.
Partner with HR Business Partners, COEs, and business leaders to understand priority analytical questions and build scalable, repeatable reporting solutions.
Partner with IT to build cross-functional reporting tools and support a data governance framework for people data, including standards for data integrity, access, and security.
Partner closely with HR leadership and cross-functional stakeholders on HR technology and analytics priorities.
Translate complex system capabilities and data into clear, practical insights and recommendations for non-technical audiences.
Lead change management activities associated with system implementations and enhancements, including communications, training, and adoption measurement.
Promote data literacy and continuous improvement across the HR organization.