People Analytics & Technology Lead

American Eagle Financial Credit Union Incorporated•East Hartford, CT

6h•$100,000 - $110,000•Hybrid

About The Position

This role puts you at the center of data, strategy, and people. As our People Analytics & Technology Lead, you’ll be the driving force behind how we use HR technology and data to make smarter decisions across the entire team member lifecycle. You’ll shape workforce strategy, lead tech initiatives, and turn complex data into insights that actually move the needle. This is a high-impact, cross-functional role where your work is seen, felt, and valued by leadership and every team member in the organization.

Requirements

Subject Matter Expertise and the ability to provide mentorship, guidance and training to other team members.
Minimum of 7-10 years in a previous HR analytics, HR technology, workforce planning or people operations role.
Proven experience managing HR systems implementations, process improvements, and analytics initiatives.
Strong knowledge of HRIS, analytics and reporting tools, and HR technology landscape.
Strong knowledge of workforce data analytics.
Strong knowledge of reporting for complex compensation and benefits programs.
Proven track record leading projects, influencing stakeholders, and driving organizational change.

Nice To Haves

Bachelor’s and/or Master’s degree.

Responsibilities

Oversee administration, optimization, and enhancements of HR systems, including HRIS, performance management, talent management, ATS, LMS, and payroll/compensation platforms.
Lead HR technology projects, system upgrades, and integrations, ensuring alignment with business needs and HR strategy.
Partner with IT and vendors to ensure reliable system performance, integration, and data security.
Evaluate emerging HR technologies and recommend solutions to support organizational goals.
Develop and maintain dashboards, reports, and metrics to inform HR and business decisions.
Conduct workforce analysis, trend identification, and predictive modeling to support workforce planning, talent acquisition, succession planning, and HR strategy.
Maintain reporting for complex compensation and benefits programs, including tracking awards, calculating merit increases, and managing accruals.
Translate complex HR data into actionable insights and recommendations for leadership and stakeholders.
Partner with HR and business leaders to assess workforce needs, optimize headcount, forecast talent requirements, and support succession planning.
Evaluate workforce metrics to inform organizational design, talent segmentation, and broader HR strategy initiatives.
Identify opportunities to streamline People Operations processes, reduce inefficiencies, and improve employee experience.
Lead continuous improvement initiatives, including automation, workflow redesign, and best practice implementation.
Provide guidance on HR process design, compliance, and operational standards.
Support HR teams in adopting improved workflows and tools.
Partner with HR leadership, business partners, and cross-functional teams to deliver strategic HR initiatives.
Serve as a trusted advisor on HR technology, analytics, workforce planning, and process improvements.
Mentor and guide junior analysts or HR specialists, fostering a culture of collaboration, innovation, and continuous improvement.