Director, HR Technology and Workforce Analytic

Columbus McKinnon Corporation•Charlotte, NC

About The Position

The Director, HR Technology and Workforce Analytics will define, build, and execute Columbus McKinnon's global HR technology, workforce data, and people analytics strategy. Reporting directly to the Chief Human Resources Officer, this leader will create a multi-year roadmap, governance, operating model, and practical tools to turn workforce information into trusted business insight. The Director will partner across HR, Information Systems/IT, Power BI/Data Analytics, Finance, Legal, Cybersecurity, and the Integration Management Office (IMO). The role combines strategic leadership with hands-on problem solving to improve employee and manager experience, operational efficiency, risk management, workforce decision-making, and the company's ability to support and validate people-related synergy capture.

Requirements

Bachelor’s degree in Information Technology, Data Science, or a Human Resources program with an analytical focus, or in a related quantitative discipline.
10+ years of progressive HR Technology, HRIS, workforce analytics, or digital HR experience.
5+ years of leadership experience managing professional teams and strategic enterprise initiatives.
Demonstrated experience leading large-scale global HR technology implementations and transformations.
Deep expertise in SAP SuccessFactors, including Employee Central and related modules.
3+ years of hands-on business intelligence experience.
Experience managing complex global integrations, system architecture, and data governance frameworks.
Strong executive presence and ability to influence senior leaders and drive enterprise-wide change.
Strong knowledge of HR technology ecosystems, HR data structures, system integrations, reporting, and data governance.
Ability to diagnose data-quality issues and design practical validation, reconciliation, and control processes.
Business and financial acumen, including headcount, labor cost, position management, and integration economics.
Executive-level communication skills and ability to translate complex technology and data issues into clear, actionable insight.
Builder mindset and pragmatic execution; ability to influence without authority across functions and geographies.
Discretion and sound judgment when handling sensitive employee and organizational data.
Ability to travel domestically and internationally up to 10%.

Nice To Haves

Experience with business intelligence and visualization platforms, preferably Microsoft Power BI.

Responsibilities

Develop and execute a global, multi-year HR technology, data, and workforce analytics strategy aligned with corporate objectives, integration priorities, scalability, compliance, business value, and employee experience.
Serve as a senior advisor to the CHRO, HR Leadership Team, and business leaders on HR technology, artificial intelligence, automation, workforce analytics, and emerging digital capabilities.
Lead enterprise HR digital-transformation initiatives and establish governance for prioritization, investment decisions, delivery, change management, and adoption.
Define and build the HR Technology and Workforce Analytics operating model, team capabilities, resourcing plan, and service expectations.
Own enterprise HR systems architecture and integration strategy across HR, benefits, talent management, learning, and workforce planning platforms.
Chair HR technology governance processes, including prioritization, change management, security, compliance, and investment decisions.
Establish global HR data governance standards, data quality controls, and master data management practices.
Partner with IT and cybersecurity teams to ensure appropriate controls, system security, privacy, and regulatory compliance.
Lead day-to-day operations, stability, and support of SAP SuccessFactors and connected HR systems, including service levels, ticket management, incident resolution, and end-user support.
Manage the SuccessFactors release cycle, configuration changes, regression testing, and system documentation.
Provide project management for end-to-end HR technology project delivery, including requirements, design, build, user acceptance testing, cutover, and hypercare, against defined scope, schedule, and budget.
Execute HR data migration, system consolidation, and transition services exits tied to acquisition integration in partnership with the IMO and IT, ensuring accurate payroll, benefits, and finance integrations.
Manage role-based security, periodic access reviews, segregation of duties, and audit evidence for HR systems within SOX/ITGC scope.
Drive training, communications, and adoption measurement to ensure new capabilities are effectively used by employees, managers, and HR.
Lead development of a comprehensive people analytics strategy that enables workforce planning and executive decision-making.
Develop executive dashboards and predictive analytics capabilities related to turnover, talent acquisition, succession, talent development, and labor costs.
Deliver workforce insights and recommendations to executive leadership and the Board of Directors as appropriate.
Build and maintain an HR data model or semantic layer that brings together SuccessFactors, payroll, recruiting, learning, and finance data.
Own the HR technology budget, investment planning, and business case development for future technology initiatives.
Negotiate strategic vendor relationships and contracts, ensuring financial efficiency and optimization of technology investments.
Monitor vendor performance and drive continuous improvement initiatives that maximize return on investment.
Build, develop, and lead a global HR Technology and People Analytics organization.
Establish organizational capabilities, workforce plans, succession strategies, and talent development programs for the HR technology function.
Mentor leaders and subject matter experts while fostering a culture of innovation, accountability, and continuous improvement.