Sr Manager, People Systems & Workforce Insights - Remote

CSAA Insurance Group, a AAA Insurer•Washington, NV

2d•$168,300 - $224,300•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 enterprise technology, data, workforce, security, and AI decisions, ensuring systems and data are secure, reliable, compliant, and designed to support equitable, human-centered decisions. The leader owns the division’s technology roadmap, leads the People Systems & Workforce Insights function, and advises senior enterprise leaders on platform investments, workforce insights, risk, and responsible automation and AI use. The position leads HR systems and analytics strategy, governance, budgeting, implementation partners, controls, and team development. It oversees HR system configuration, integrations, security, data, reporting, releases, vendors, service delivery, and self-service improvements. It also establishes trusted workforce measures and decision frameworks; oversees executive workforce reporting and employee listening; advances self-service analytics and data literacy; and evaluates advanced and predictive analytics with validation, transparency, permitted-use boundaries, and human review. This is a remote role anywhere in the United States except Hawaii and Alaska. The role may require travel for enterprise, divisional, team, and other in-person meetings. The position does not offer visa sponsorship; applicants must be authorized to work indefinitely in the United States.

Requirements

10 or more years of related work experience, including 3 or more 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 HRIS 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 HR system policy and compliance requirements.
Success managing enterprise projects, timelines, risks, budgets, testing cycles, change impacts, and stakeholder communications.
Experience partnering with HR, payroll, IT, Finance, security, compliance, and vendors to define requirements and deliver process improvements.
Strong understanding of 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 have authorization to work indefinitely in the United States; visa sponsorship is not available.

Nice To Haves

Strategic leadership of 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.
Creates a collaborative, inclusive, and psychologically safe environment, demonstrating authenticity and fostering trust.
Actively shapes company culture through activities such as supporting employee resource groups, mentoring, volunteering, and cross-functional projects.
Champions company cultural norms, including using cameras when appropriate for interviews and relationship-building.
Translates enterprise strategy and priorities for team members.
Demonstrates an ownership mindset and thinks beyond the boundaries of their own area.
Workday-specific integration experience is noted as common in current postings.

Responsibilities

Set and execute the People and Community 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, or employee experience.
Oversee technology budgets, 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, strengthen organizational effectiveness, 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 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 workforce measures and decision frameworks, surface cross-functional implications, and challenge conclusions that are unsupported, inequitable, or inconsistent with employee data protections.
Oversee accurate executive workforce reporting and translate findings for senior enterprise leaders and, indirectly, the board into business implications, limitations, and recommendations.
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, divisional, team, and other in-person meetings.
Meet business needs, which may include investing extra time and helping other teams.