Sr Manager, People Systems & Workforce Insights - Remote (Workday)

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. 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 division’s 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 division’s 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 division’s 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, such as supporting employee resource groups, mentoring employees, volunteering, joining cross-functional projects, and encouraging team member involvement in these activities.
• Champions our cultural norms, such as being willing to have cameras on when it matters: interviewing candidates, building relationships with team members, and similar situations.
• 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 the role, including enterprise meetings, divisional or team meetings, and other in-person meetings.
• Fulfills business needs, which may include investing extra time, helping other teams, and similar activities.

Please note we are hiring for this role remotely anywhere in the United States with the following exceptions: Hawaii and Alaska.

Compensation

The national average salary range for this position is $168,300.00-$187,000.00. However, we have a location-based compensation structure. Our salary ranges vary and are calculated based on work location. The starting pay range for this position across all the states we hire in is $168,300.00-$224,300.00. This role also includes an opportunity for a company-wide annual discretionary bonus, through our Annual Incentive Plan (AIP), of up to 20% of eligible pay.

Colorado Specific Job Range: $168,300.00-$205,400.00.

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, including H-1B, TN, or STEM OPT Training Plans.