Manager, HR Technology, Operations and Analytics

ISO New England Inc.•Holyoke, MA

12d•$185,000 - $220,000•Hybrid

About The Position

The Manager, HR Tech, Ops & Analytics is a strategic leader responsible for advancing the organization’s HR technology, workforce administration, operational effectiveness, and people analytics capabilities. This role will lead the selection, implementation and optimization of the organization’s Human Capital Management (HCM) platform while developing and executing a cohesive HR technology strategy that enables business priorities, improves employee experience and strengthens governance. Build and execute a modern HR data and analytics strategy that identifies key workforce insights and provides actionable data for quality decisions. Partner with Finance, IT, Legal and HR stakeholders to identify opportunities to improve data quality and governance, streamline HR operations, reduce administrative work, and enhance the employee and manager experience through better workflows, automation, and technology.

Requirements

7+ years of progressive leadership focused on HR technology, processes, and operations, including demonstrated experience managing an HCM implementation from requirements through deployment and stabilization, preferably Dayforce or Workday.
Experience leading HR technology optimization, process improvement, automation, or operational transformation initiatives.
Experience evaluating, implementing, or governing AI-enabled HR technology, including automation, self-service, workflow tools, predictive analytics, and emerging AI use cases that improve HR service delivery, workforce insights, and employee experience.
Demonstrated ability to translate workforce data into meaningful business insights and recommendations for senior leadership teams.
Partnership with cross-functional stakeholders, including IT and Finance.
People leadership experience.
Excellent communication, analytical, and problem-solving skills.
Strong project management skills.
Bachelor’s degree in human resources, Information Systems, Business Administration, Analytics, or a related field.
This employer will not sponsor applicants for work visas for this position (ex: H-1B, F-1/CPT/OPT, O-1, E-3, TN, J, etc.).
If the successful candidate resides outside of the U.S., relocation will be required.

Responsibilities

Develop and drive a multi-year HR technology strategy and roadmap aligned with business and people priorities.
Manage the HR technology portfolio, including project governance, resources, risks, change management, and delivery accountability.
Lead the selection, implementation, deployment, and ongoing optimization of the organization’s HCM platform.
Partner with Finance, IT and Legal to establish governance, architecture, integrations, security, access, and data standards.
Oversee core HCM, data requests, knowledge, analytics, and employee-facing platforms to improve efficiency and user experience.
Manage relationships with HCM and other HR technology vendors and partners.
Stay current on emerging HR technology, automation, AI, analytics, and workforce administration practices and assess their applicability to the organization.
Analyze HR workflows and stakeholder needs to identify opportunities for process redesign, automation, and service improvement.
Identify, prioritize, and implement AI agents and automation across HR services while ensuring ethical use, security, privacy, and human oversight.
Establish service metrics and use data, employee feedback, and continuous improvement practices to increase adoption, efficiency, and service quality.
Partner with HR, IT, business leaders, and service providers to translate complex needs into scalable, user-centered technology solutions.
Develop and execute a comprehensive HR data and analytics strategy that enables evidence-based workforce decision-making.
Evolve HR reporting from transactional reporting to predictive, strategic, and decision-support analytics.
Define key HR metrics, including ownership, data sources, calculation methodologies, and reporting frequency.
Build team capabilities and establish clear role, performance, and development expectations.