The Manager Talent Management Systems & Analytics provides support and tools to the organization that facilitate discussion and decisions for managing the full-lifecycle of our workforce, leading to a long term workforce strategy that ties to our financial and business strategy. The Manager drives the transformation of HR from Operational Reporting to be able to harness Predictive Analytics, serves as change agent to drive utilization of employee and manager self-service, and builds the data infrastructure to handle analytics transformation including clean data processes and long-term strategy. Additionally, the role leads the development and deployment of workforce dashboards and reporting that integrate and support all Human Resources functions and meet the needs of key business unit leaders. Position manages Talent Management systems and reporting analysts and partners closely with the Supervisor of HRIS & HR Operations to ensure data integrity and quality. Additionally, this position is responsible for the support, analysis, configuration, and implementation of various systems that make-up the Talent Management systems portfolio, including, but not limited to Performance Management, Succession Planning, Learning Management, Applicant Tracking, Compensation, Workforce Planning and Analytics software. The Manager serves as a liaison between HRIS, internal customers, and external vendors and ensures excellent service delivery and employee experience.
ResponsibilitiesOversees and manages the provision of HR and Workforce analytical expertise and support.Collaborates with multiple departments and vendors to implement system modifications, process improvements, and system upgrades planning, testing, communication, and implementation.Develops and maintains standard tools, templates and reporting frameworks in support of workforce planning, HR planning, and HRIS reporting.Manages team member performance and engagement. Develops and mentors team members, both direct and indirect.Assists in the selection, testing and implementation of new HR systems.Ensures the proper utilization and maintenance of HRIS, ensuring data accuracy and utilizing system to full potential to maximize efficiency.Redesign and streamline HR system processes and transactions, leveraging automation and self-service wherever possible.Manage provision of customer service ensuring timely and accurate responses to calls and emails.Supports the development, evaluation and monitoring of strategic workforce plans in partnership with key business unit leaders and HR Business Services.Supports the integration of SWP processes with other AltaMed functions such as strategic planning, budgeting, facility planning, and succession planningOversees development of advanced workforce planning techniques and tools to provide insight, analysis, recommendations and forecasts on workforce plansGather, analyze, and benchmark internal and external data to identify economic trends, demographic shifts, and capabilities that will impact the demand and supply of talent.Drive development of workforce and HR dashboards for executive, HR and key business unit leaders.Support the implementation of an integrated, secure HR data set within the Enterprise Data WarehouseDevelops, implements, and modifies software and hardware requirements based on changing business requirements.Maintains internal database files and tables, and develops custom reports to meet the requirements of company management and staff.Provides the necessary training to meet end users needs.Other duties as assigned.
QualificationsBachelor’s in Human Resources, Information Systems, Statistics or Mathematics required. Master’s degree preferred.At least 1+ year in a supervisory capacity7+ years of progressive human resources, business analyst or project management related experience and 5 years of HR Data Analytics required.Management experience preferred.Experience with various HR systems, including Performance Management, Applicant Tracking System, and EV5.Demonstrated experience designing and implementing company-wide or high impact processes and tools.Relevant certifications in strategic workforce planning preferred.