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Job Title
Sr Manager, People Systems & Workforce Insights - Remote
Requisition Number
R8053 Sr Manager, People Systems & Workforce Insights - Remote (Open)
Location
Phoenix (Non-Service)
Additional Locations
Alabama - Home Teleworkers, Alabama - Home Teleworkers, Arizona - Home Teleworkers, Arkansas - Home Teleworkers, California - Home Teleworkers, Colorado Springs, Colorado, Connecticut - Home Teleworkers, Delaware - Home Teleworker, District of Columbia - Home Teleworkers, Florida - Home Teleworkers, Georgia - Home Teleworkers, Henderson, Nevada, Idaho - Home Teleworkers, Illinois - Home Teleworkers, Indiana - Home Teleworkers, Iowa - Home Teleworkers, Kansas - Home Teleworker, Kentucky - Home Teleworkers, Louisiana - Home Teleworkers, Maine Home Teleworkers, Maryland - Home Teleworkers, Massachusetts - Home Teleworkers, Michigan - Home Teleworkers, Minnesota - Home Teleworkers, Mississippi - Home Teleworker {+ 24 more}
Your Role: The Sr Manager, People Systems & Workforce Insights sets the multi-year direction for the People and Community divisions technology ecosystem, workforce reporting, analytics, and employee listening platforms. This leader influences enterprise technology, data, workforce, and AI strategies by representing People and Community requirements, risks, and employee impacts in cross-functional decisions. The leader ensures systems and data are secure, reliable, compliant, and designed to support equitable, human-centered decisions. The role leads the People Systems & Workforce Insights function, owns the divisions technology roadmap, and advises senior leaders across the enterprise on platform investments, workforce insights, risk, and responsible use of automation and AI within the People Systems domain.
Your Work:
People Systems
- Set and execute the multi-year division technology strategy, roadmap, and investment priorities, ensuring 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, influencing enterprise standards where workforce technology, employee data, or employee experience are affected.
- Oversee the divisions technology budgeting, contracts, renewals, and implementation partners in collaboration with IT, Finance, Procurement, and Legal, shaping enterprise investment decisions and cross-functional priorities.
- Represent People and Community in enterprise technology, data, AI, security, and operating-model forums, influencing decisions to protect employee trust, strengthen organizational effectiveness, and deliver measurable enterprise value.
- Lead, develop, and organize the HR systems and analytics team, building capability, succession, and equitable access to development opportunities.
- Own the divisions technology intake and prioritization, balancing business value, employee experience, risk, capacity, and enterprise standards.
- Serve as a process owner for assigned internal controls and ensure 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.
Workforce Insights
- Shape enterprise workforce measures and decision frameworks by establishing trusted definitions, surfacing cross-functional implications, and challenging conclusions that are unsupported, inequitable, or inconsistent with employee data protections.
- Oversee the delivery of accurate executive workforce reporting and translate findings for senior enterprise leadership and, indirectly, the board of directors into clear business implications, limitations, and recommendations that influence enterprise workforce strategy, investment, organizational planning, and risk decisions.
- Advance self-service analytics and data literacy for HR partners and people leaders, building enterprise capability to use workforce information consistently, responsibly, and effectively.
- Oversee employee listening technology and reporting, including confidentiality thresholds and small-population protections.
- Evaluate advanced and predictive analytics with clear validation, transparency, permitted-use boundaries, and human review.
Leadership & Expertise
- 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.
- Ability to translate technical and analytical issues into clear business choices and challenge decisions that compromise controls, data integrity, equity, privacy, or employee trust.
- Demonstrated 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 enterprise priorities.
Required Experience, Education and Skills
- 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.
- Hands-on HRIS platform expertise: Deep experience with Workday, including configuration, security, testing, and support. Workday-specific integration experience appears often in current postings.
- HR data, reporting, and analytics: Experience with data governance, reporting, dashboards, audits, and data quality, plus translating business questions into usable insights.
- System implementation and enhancement work: Experience leading or supporting HR system implementations, upgrades, releases, and optimization efforts across modules and business processes.
- Compliance, controls, and security: Experience handling sensitive employee data, access controls, audit support, and policy/compliance requirements within HR systems.
- Project, program and change management: Success managing enterprise projects, timelines, risks, budgets, testing cycles, change impacts, and stakeholder communication.
- Cross-functional partnership: Experience partnering with HR, payroll, IT, finance, security, compliance, and vendors to define requirements and deliver process improvements.
- Core HR functional knowledge: Strong understanding of HR processes such as org structures, compensation, benefits, recruiting, employee lifecycle events, performance, and talent data.
What would make us excited about you?
- Creates a collaborative, inclusive and psychologically safe environment, demonstrating authenticity and fostering trust to inspire and empower team members and colleagues.
- Actively shapes our company culture through words and actions (e.g., supporting employee resource groups, mentoring employees, volunteering, joining cross-functional projects, encouraging team member involvement in these activities).
- Champions our cultural norms (e.g., willing to have cameras when it matters: interviewing candidates, building relationships with team members, etc.).
- Translates our enterprise strategy and priorities for their team members to connect to the bigger picture.
- Demonstrates a company ownership mindset, thinking beyond boundaries of their own area.
- Travels as needed for role, including enterprise meetings, divisional / team meetings, and other in-person meetings.
- Fulfills business needs, which may include investing extra time, helping other teams, etc.
Please note we are hiring for this role remote anywhere in the United States with the following exceptions: Hawaii and Alaska.
Inclusion and Belonging: An inclusive and welcoming workplace is the cornerstone of our success. By fostering an environment where people feel valued and heard, we deepen our ability to understand and meet the unique needs of our members. This strengthens innovation and enhances our products and services, giving us a competitive edge in the market.
Sustainability: As climate change leads to more frequent and severe weather events, we are taking bold action to build more resilient communities and reduce our environmental impact. Submit your application to be considered. We communicate via email, so check your inbox and/or your spam folder to ensure you dont miss important updates from us.
If you apply and are selected to continue in the recruiting process, we will schedule a preliminary call with you to discuss the role and will disclose during that call the available salary/hourly rate range based on your location. Factors used to determine the actual salary offered may include location, experience, or education.
CSAA does not provide visa sponsorship for this role. Applicants must have authorization to work indefinitely in the US. Please do not apply for this role if at any time (now or in the future) you will need immigration support (i.e., H-1B, TN, STEM OPT Training Plans, etc.).
- KSAs
- Hands-onHRIS platform expertise: Deep experience with Workday, including configuration, security, testing, and support. Workday-specific integration experience appears often in current postings.
- HR data, reporting, and analytics: Experience with data governance, reporting, dashboards, audits, and data quality, plus translating business questions into usable insights.
- System implementation and enhancement work: Experience leading or supporting HR system implementations, upgrades, releases, and optimization effortsacross modules and business processes.
- Compliance, controls, and security: Experience handling sensitive employee data, access controls, audit support, and policy/compliance requirements within HR systems.
- Project, program and change management: Proven success managing enterprise projects, timelines, risks, budgets, testing cycles, change impacts, and stakeholder communication.
- Cross-functional stakeholder partnership: Experience partnering with HR, payroll, IT, finance, security, compliance, and vendorsto define requirements and deliver process improvements.
- Core HR functional knowledge: Strong understanding of HR processes such as org structures, compensation, benefits, recruiting, employee lifecycle events, performance, and talent data.
Leadership Experience
- Proven ability to lead others directly or indirectly, as demonstrated through 3+ years of leading teams, enterprise-wide programs, or large cross-functional programs.
- If role includes leading people leaders: Everything above, wi
