Manager, HR Data Management

Rakuten•Lithia Springs, GA

1d•$82,782 - $142,992•Remote

About The Position

This role is eligible for remote employment in the following states: CO, CT, FL, GA, IL, MA, TX, WI, UT. Rakuten International is a division of Rakuten Group, Inc., a Japanese global technology leader in services that empower individuals, communities, businesses and society. Headquartered in San Mateo, California with more than 4,000 employees worldwide, the Rakuten International business portfolio includes market leaders in e-commerce, digital marketing, advertising, communications and entertainment. We create products and services that provide exceptional value by aligning members and the businesses that want to engage them in a shared community. Job Summary: We're looking for a strategic, hands-on leader to own HR data management at Rakuten. This role sits at the intersection of data governance, team leadership, and HR technology — and is accountable for the integrity of all Workday employee data across our Rakuten International employee population. You'll lead a team of HR data professionals, drive a best-in-class governance framework, and serve as the senior decision-maker on complex, high-judgment data questions that go beyond standard operating procedures. You'll set the standards, lead the team that executes against them, and shape how HR data operations evolve alongside Workday's expanding AI and automation capabilities. You'll operate primarily at the strategic level, while staying close enough to the work to execute when the team needs it.

Requirements

6+ years of progressive experience in HR data management, HRIS, or workforce analytics — with at least 2 years leading a team or formally managing direct reports.
Solid Workday HCM knowledge: sufficient technical depth to set governance standards, evaluate data quality, and partner credibly with HRIS.
Demonstrated experience leading cyclical HR programs with significant data components — such as open enrollment, annual compensation cycles, workforce planning, or performance review data management.
Proven ability to navigate complex, nuanced data situations requiring senior judgment: org restructures, multi-entity data reconciliation, audit responses, or cross-functional data disputes.
Excellent executive communication skills — able to present workforce data clearly and persuasively to HR leaders and business executives who are not data practitioners.
Experience in an HR shared services or HR Operations environment with accountability for SLA-driven delivery and data quality outcomes.
Familiarity with Workday's AI/ML capabilities or other HR technology AI tools (e.g., intelligent automation, predictive analytics, AI-assisted data validation), and experience leading or contributing to an automation or AI adoption initiative within an HR Operations or HRIS environment.
Demonstrated people leadership skills, including team development, performance coaching, and building a culture of accountability.

Nice To Haves

Experience managing Workday data across multiple legal entities, subsidiaries, or acquired organizations.
Familiarity with international HR data, compliance reporting requirements, or multi-country workforce management.
Exposure to HR process automation, digital transformation, or continuous improvement methodologies (e.g., Lean/Six Sigma).
Bachelor's degree in Human Resources, Business, Information Systems, or a related field — or equivalent experience.

Responsibilities

Manage to the data governance framework for all Workday employee data — including standards, audit cadence, escalation protocols, and exception handling.
Set accuracy targets, review audit results, and drive root-cause resolution.
Serve as the initial decision-maker on conflicting data sources, data model changes, and integration design questions — partnering with HRIS and HR Services leadership to shape Workday configuration and system readiness strategy.
Lead, develop, and retain a team of HR data management professionals responsible for day-to-day execution, SLA adherence, and quality assurance.
Partner with direct reports as they build individual development plans, coach through ambiguity, identify high-performers ready for growth (including into management), and advocate for resources as the team's scope evolves.
Own the HR data workstream for recurring high-stakes programs — annual performance cycles, compensation planning, and year-end reporting.
Navigate ambiguous, complex data situations that require senior judgment: multi-entity reconciliation, M&A or subsidiary integration work, org restructures, and cross-functional data disputes.
Serve as the escalation point for non-standard requests and build repeatable frameworks to reduce manual effort over time.
Champion automation and AI adoption within HR Data Management.
Identify opportunities for Workday process automation, EIB improvements, AI-assisted anomaly detection, and intelligent audit tooling — partner with HRIS to translate Workday's evolving AI/ML capabilities into practical recommendations.
Build the team's capability alongside these technologies and represent the team's automation roadmap in cross-functional and leadership forums.
Serve as a strategic partner — not just a service function — to HR, Payroll, Global Total Rewards, Finance, Legal, IT, and HRIS.
Represent HR Data Management in leadership meetings, working groups, and executive briefings, and own the relationship with internal audit with a target of zero critical findings per cycle.