Sr HR Reporting & Analytics Manager

Collectors•Jersey City, NJ

5d•$140,000 - $225,000•Hybrid

About The Position

Collectors is seeking a hands-on Sr HR Reporting & Analytics Manager to join their HRIS team. This role will enhance reporting and analytics capabilities across their global organization of 4,000+ employees. As an individual contributor, this person will be the primary architect of workforce intelligence, partnering with the HRIS leader and key stakeholders across HR, Finance, and Operations to transform Workday data into meaningful, executive-ready insights that shape strategic decisions. The ideal candidate is a technically deep Workday reporting professional who can present complex data in brief, clear, and actionable ways. They should have a proactive mindset, a passion for self-service enablement, and curiosity about how AI tools can modernize HR reporting. This is a global role requiring partnership with HR teams across multiple regions and time zones, potentially necessitating flexibility in meeting scheduling. The role reports to the Sr. Director of Total Rewards & HRIS and can be based in Santa Ana or Jersey City offices, with remote or hybrid candidates also considered. If located within a 1-hour commute, onsite presence will be required most of the time.

Requirements

Bachelor's degree in a technical or business field; Computer Science, Statistics, Information Systems, or related field preferred.
7+ years of progressive experience in HR analytics, workforce reporting, or HRIS, with at least 5 years of hands-on Workday report writing experience.
Expert-level proficiency in Workday Report Writer, Calculated Fields, Composite/Matrix/Advanced Reports, Discovery Boards, Worksheets, scheduling, and data source configuration.
Working knowledge of Workday HCM across multiple modules (Core HCM, Recruiting, Compensation, Time & Absence, and/or Payroll).
Demonstrated ability to translate business requirements into operational reports and analytics solutions — with a track record of presenting complex data in clear, concise, easy-to-understand formats.
Comfortable navigating Workday security domains; strong judgment in handling sensitive workforce data.
Strong program and project management skills; able to manage work from inception to adoption across multiple initiatives simultaneously.
Familiarity with AI tools and a genuine interest in applying them to improve how reporting and analytics work is built and delivered.
Strong Excel skills for data review, testing, and ad-hoc analysis.
Experience supporting a global workforce in a multi-country, multi-regulatory environment.
Candidates must be authorized to work in the United States.

Nice To Haves

Experience with Lightdash, Tableau, or a comparable BI/dashboard platform.
Hands-on experience with AI-augmented analytics workflows, including use of LLM-based tools (e.g., Claude) for reporting automation or data preparation.
Experience with Adaptive Insights/Workday Adaptive Planning and familiarity with financial or workforce planning data.
Background in HR data governance program management or formal data dictionary ownership.
Experience with government compliance reporting (EEO-1, VETS-4212, pay equity reporting, etc.).
Workday HCM or Reporting certification.

Responsibilities

Design, develop, and maintain enterprise-wide HR reports and dashboards using Workday Report Writer, Calculated Fields, Matrix/Advanced Reports, Discovery Boards, Worksheets, and scheduling.
Deliver executive-ready reports, dashboards, and presentations — translating complex workforce data into clear, concise, and immediately actionable insights.
Triage incoming reporting requests; assess requirements, scope, and prioritization; consult with stakeholders to connect data to business decisions and align on the highest-value work.
Serve as the SME for all HR reporting used internally and externally, including executive, regulatory, and operational audiences; partner with consultants on annual government filings (EEO-1 etc.).
Build data literacy across the HR function through training, self-service enablement, and a curated standard report library.
Champion data governance, data quality, and data accuracy; maintain the HR data dictionary and enforce standardized definitions, field usage, and calculation logic.
Perform regular reporting audits and monitor data quality across sources; proactively identify and resolve issues affecting accuracy, compliance, or user experience.
Ensure report security is maintained; navigate Workday security domains and confirm users have appropriate access consistent with data privacy requirements.
Collaborate with HRIS and IT peers on governance, security, and continuous improvement of reporting infrastructure.
Partner with the HRIS leader and Data Analytics team to develop an AI-informed HR reporting strategy — leveraging tools like Claude and MCP integrations with Workday and Adaptive to build efficient, reusable reporting workflows.
Manage and expand the organization's use of Lightdash for HR dashboard development and self-service analytics.
Evaluate the need for third-party people analytics platforms and, if adopted, own the full implementation lifecycle — requirements, data mapping, UAT, validation, and end-user enablement.
Review Workday system upgrades and releases; assess impact, conduct testing, and recommend enhancements; proactively research emerging tooling to identify adoption opportunities.