Senior Manager, HR Data & Analytics

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About the Role The Senior Manager, HR Data & Analytics leads the firm's HR data and reporting function, serving as the owner of the HR Data Warehouse and the full ecosystem of reporting and analytics built on top of it. This role sets the strategic direction for how workforce data is structured, governed, and delivered - spanning Power BI reporting, Workday reporting, and Power Platform applications and tools that support HR and the business.

This role is responsible for defining and executing the firm's HR data strategy, encompassing enterprise data architecture, system integrations, governance, reporting, analytics, and technology innovation across both on-premises and cloud environments. As the technical and functional leader of the HR data landscape, this individual oversees the design and evolution of scalable data solutions, including integrations between Workday and downstream systems using technologies such as SSIS, Azure services, SQL, APIs, and custom C# development.

Beyond the technical platform, this leader is accountable for the function's full portfolio of standard reporting, operational insights, and advanced analytics. The Senior Manager translates the needs of HR leaders, COEs, Finance, and business stakeholders into a coherent reporting and analytics roadmap, ensures data accuracy and consistency across sources, and builds a team capable of delivering both day-to-day operational reporting and forward-looking workforce insight.

• Lead the HR Data & Analytics function, including ownership of team priorities, delivery standards, stakeholder relationships, and the professional development of team members
• Own the creation, maintenance, and ongoing evolution of the HR Data Warehouse, including data architecture, source integrations, data quality, and governance
• Set the strategy and standards for all Power BI reporting across HR, including dashboard design, data modeling, refresh and access management, and the overall reporting portfolio
• Oversee all Workday reporting, including report development, calculated fields, security considerations, and alignment between Workday data and downstream reporting environments
• Direct the development and administration of Power Platform applications and tools (Power Apps, Power Automate, Power Query) that support HR operations and automation
• Deliver the function's standard reporting portfolio — headcount, hiring, talent planning, and related operational metrics — with accuracy, consistency, and timeliness
• Lead the insights and analytics agenda, moving the function beyond reactive reporting toward proactive, decision-ready analysis for HR and business leaders
• Partner cross-functionally with COEs, Finance, IT, and business stakeholders to define metrics that matter, align data definitions, and ensure analytics products meet the needs of their consumers
• Establish and enforce data governance practices, including documentation, definitions, controls, and audit-readiness of HR data and reporting
• Manage, coach, and develop a team of analysts and developers, building bench strength and cultivating independent ownership of key platforms and deliverables
• Anticipate downstream impacts of system and process changes (e.g., Workday releases, organizational changes, new data sources) and proactively adapt the data and reporting environment
• Represent the function in leadership forums, translating complex technical and data topics into clear, actionable communication for executive audiences

Requirements

This is a leadership role for someone who combines deep technical fluency with strategic judgment: comfortable in the data model and the executive briefing alike, and able to elevate a reporting function into a trusted analytics capability for the firm.

Basic Qualifications

• Bachelor's degree in a relevant field (e.g., Business, Analytics, Information Systems, Human Resources) or equivalent experience
• 8+ years of progressive experience in HR analytics, people analytics, HRIS reporting, or a related data and analytics discipline
• 3+ years of people management experience, including direct responsibility for performance management and talent development
• Expert-level proficiency in Power BI, including data modeling, DAX, and Power Query (M)
• Hands-on experience with Workday reporting, including advanced and composite reports and calculated fields
• Demonstrated experience designing and maintaining a data warehouse or comparable structured reporting environment (e.g., star schema design, fact and dimension modeling)
• Proficiency with SQL and working with relational data sources
• Strong experience designing and supporting enterprise data integrations using ETL/ELT technologies, APIs, and data pipelines
• Professional experience with SQL Server Integration Services (SSIS), C#, and Microsoft Azure data and integration services
• Deep understanding of enterprise data architecture principles, including cloud and hybrid architectures, data modeling, system interoperability, and integration patterns
• Experience handling sensitive employee data with sound judgment and strict attention to confidentiality, privacy, and access controls

Preferred Skills

• Experience leading an HR data and analytics function end to end, including strategy, roadmap, and portfolio ownership
• Experience with Power Platform development (Power Apps, Power Automate) in an enterprise environment
• Familiarity with Workday Prism Analytics or similar embedded analytics tools
• Experience aligning HR data structures to Finance hierarchies and partnering with FP&A on headcount, forecasting, or workforce planning
• Experience with MS Fabric
• Track record of maturing a team or function — establishing standards, ways of working, and delivery discipline where they did not previously exist
• Strong executive communication skills, including the ability to distill complex data topics into clear narratives and recommendations
• Experience with data governance frameworks, internal controls, and audit support related to HR systems and data
• Background in a professional services or consulting environment, or another matrixed organization with complex reporting demands