Manager, HR Reporting & Analytics

Scotiabank•Toronto, ON

3d•Onsite

About The Position

The Manager, HR Reporting is accountable for overseeing the end-to-end delivery of HR data and reporting services across the Bank. This includes leading a team of analysts who provide timely, accurate, and compliant ad hoc and recurring HR reporting to multiple stakeholders. The role ensures that reporting requirements are clearly defined, appropriate data access is granted, delivery timelines are met, and outputs comply with the Bank’s Data Framework and governance standards. In addition, the Manager identifies opportunities to improve efficiency through automation, process standardization, and enhancements to data quality and reporting capabilities.

Requirements

Strong written and verbal communication skills, including experience dealing with frustrated customers, problem solving with partners, and explaining technical issues to non-technical partners
Strong experience in reporting, analytics, or data driven roles, preferably within HR
Deep understanding of HR policies, processes, systems, and how they interact with data and reporting
Proven ability to assess complex data requests, integrate multiple data sources, identify trends, and translate findings into meaningful insights and recommendations
Strong knowledge of organisational structure and enterprise complexity
Excellent collaboration and stakeholder management skills
High attention to detail with the ability to manage multiple priorities in a high volume environment
Demonstrated experience documenting and communicating technical or analytical solutions clearly and effectively
Undergraduate degree, preferably with a focus on business/operations/human resources, or work-related experience
Strong technical skills in Excel, SQL, and Powerbi required
Strong customer-service experience, especially managing escalations

Nice To Haves

Experience working in the Bank’s HR operating model, with an understanding of our end-to-end processes, is an asset

Responsibilities

Lead and develop a team of HR reporting analysts, providing direction, coaching, workload prioritisation, and performance management to ensure consistent, high quality delivery.
Own the intake, prioritisation, and delivery of HR data and reporting requests ensuring requirements are well defined, service levels are met, and business users receive timely responses.
Act as primary point of contact for generic HR Reporting requests and issues, taking multiple calls a day from across HR and the entire bank to answer questions.
Respond to escalations from business partners when issues arise, helping clarify internal processes and procedures.
Act as a consultative partner to HR and business stakeholders by translating business questions into clear reporting requirements and advising on appropriate metrics, analyses, and data sources.
Be accountable for reporting governance, ensuring data access, usage, and delivery align with Bank policies, privacy requirements, and enterprise data standards.
Drive automation and process improvement, using volume and demand analysis to identify opportunities to reduce manual effort, improve turnaround times, and enhance scalability of reporting services.
Collaborate with HR Technology and Employee Experience Technology teams to embed data quality controls, strengthen upstream processes, and improve the reliability of HR data.
Enable informed decision making by reporting on core HR metrics (e.g., recruiting, performance, employee relations, workforce trends) to support both HR leadership and business line management.
Embed risk and control considerations into daily operations, ensuring compliance with operational risk, regulatory compliance, AML/ATF, and conduct risk frameworks.
Champion a high performance, inclusive culture, implementing a people strategy that attracts, develops, and retains talent through clear expectations, development planning, and succession management.