Sr Manager, People Systems & Workforce Insights

CSAA Insurance Group • Phoenix, AZ

15h • Remote

About The Position

The Sr Manager, People Systems & Workforce Insights sets the multi-year direction for the People and Community division’s technology ecosystem, workforce reporting, analytics, and employee listening platforms. The role represents People and Community requirements, risks, and employee impacts in cross-functional decisions, and ensures systems and data are secure, reliable, compliant, and designed to support equitable, human-centered decisions. The leader heads the People Systems & Workforce Insights function, owns the division’s technology roadmap, and advises senior enterprise leaders on platform investments, workforce insights, risk, and responsible automation and AI use.

The position leads strategy and governance for HR systems, integrations, security, data, reporting, releases, vendors, budgets, and implementation partners. It represents the division in enterprise technology, data, AI, security, and operating-model forums; leads and develops the HR systems and analytics team; prioritizes technology work; supports internal controls and audits; safeguards sensitive employee data; and improves platform reliability, service delivery, documentation, adoption, and self-service.

The role also shapes enterprise workforce measures and decision frameworks, oversees executive workforce reporting and employee-listening platforms, advances self-service analytics and data literacy, and evaluates advanced and predictive analytics with validation, transparency, permitted-use boundaries, and human review. It translates analytical findings and limitations into recommendations that inform workforce strategy, investment, organizational planning, and risk decisions. The role is remote within the United States, excluding Hawaii and Alaska, with travel as needed for enterprise, divisional, team, and other in-person meetings.

Requirements

• 10+ years of related work experience, including 3+ years leading teams, enterprise-wide programs, or large cross-functional initiatives.
• BA/BS degree or an equivalent combination of education and experience.
• Deep hands-on Workday expertise, including configuration, security, testing, and support.
• Experience with HR data governance, reporting, dashboards, audits, data quality, and translating business questions into usable insights.
• Experience leading or supporting HR system implementations, upgrades, releases, and optimization across modules and business processes.
• Experience handling sensitive employee data, access controls, audit support, and policy and compliance requirements within HR systems.
• Success managing enterprise projects, timelines, risks, budgets, testing cycles, change impacts, and stakeholder communication.
• Experience partnering with HR, payroll, IT, Finance, security, compliance, and vendors to define requirements and deliver process improvements.
• Strong understanding of core HR processes, including organizational structures, compensation, benefits, recruiting, employee lifecycle events, performance, and talent data.
• Ability to translate technical and analytical issues into clear business choices and challenge decisions that compromise controls, data integrity, equity, privacy, or employee trust.
• Ability to influence enterprise strategy, investment, governance, and operating decisions without relying solely on direct authority.
• Executive presence and credibility to advise, challenge, and align senior leaders across People and Community, Technology, Finance, Legal, Risk, and business functions.
• Inclusive leadership, sound judgment, and clear communication with technical and non-technical audiences, including the ability to build alignment across competing priorities.
• Applicants must be authorized to work indefinitely in the United States; the company does not provide visa sponsorship.

Nice To Haves

• Experience with an integrated HR technology ecosystem, preferably including Workday, workforce analytics, and employee listening tools.
• Strong command of HR data governance, workforce metrics, executive reporting, internal controls, and responsible AI practices.
• Demonstrated success leading teams, enterprise implementations, vendors, budgets, and complex cross-functional partnerships.
• Experience with Workday-specific integrations.
• Creates a collaborative, inclusive, and psychologically safe environment; demonstrates authenticity and fosters trust.
• Supports employee resource groups, mentors employees, volunteers, participates in cross-functional projects, or encourages team involvement in these activities.
• Champions the company’s cultural norms, including using cameras when it matters for interviews and relationship-building.
• Translates enterprise strategy and priorities for team members and demonstrates an ownership mindset beyond their own area.
• For roles including direct management of people leaders, at least one of the qualifying leadership years should involve directly managing others.

Responsibilities

• Set and execute the division’s multi-year technology strategy, roadmap, and investment priorities in alignment with enterprise business, workforce, architecture, data, security, and AI strategies.
• Lead governance for HR system configuration, integrations, security, data, reporting, releases, and vendor performance, and influence enterprise standards affecting workforce technology, employee data, and employee experience.
• Oversee technology budgeting, contracts, renewals, and implementation partners in collaboration with IT, Finance, Procurement, and Legal.
• Represent People and Community in enterprise technology, data, AI, security, and operating-model forums, influencing decisions that protect employee trust and deliver enterprise value.
• Lead, develop, and organize the HR systems and analytics team, building capability, succession, and equitable access to development opportunities.
• Own technology intake and prioritization, balancing business value, employee experience, risk, capacity, and enterprise standards.
• Serve as a process owner for assigned internal controls and provide timely, accurate evidence for audits and regulatory reviews.
• Safeguard sensitive employee data and maintain human accountability for automated or AI-assisted decisions affecting employees.
• Improve platform reliability, service delivery, documentation, adoption, and employee and manager self-service.
• Establish trusted enterprise workforce measures and decision frameworks; surface cross-functional implications and challenge unsupported, inequitable, or data-protection-inconsistent conclusions.
• Oversee accurate executive workforce reporting and communicate business implications, limitations, and recommendations to senior enterprise leadership and, indirectly, the board of directors.
• Advance self-service analytics and data literacy for HR partners and people leaders.
• Oversee employee listening technology and reporting, including confidentiality thresholds and small-population protections.
• Evaluate advanced and predictive analytics with validation, transparency, permitted-use boundaries, and human review.
• Travel as needed for enterprise meetings, divisional and team meetings, and other in-person meetings.
• Meet business needs, which may include investing extra time and helping other teams.

Benefits

• Annual bonus eligibility for most roles.
• 401(k) with a company match.
• Career growth, mentoring, and development opportunities.
• Remote-first flexible workplace, with the ability to work primarily from home and flexibility to work from CSAA offices.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior