Senior Manager, HRIS amp People Analytics

📋 Description

• • Own the end-to-end HRIS landscape for a global oncology CRO that is accelerating breakthrough cancer therapies. You will architect, configure, and continuously improve Workday Core HCM, Recruiting, Compensation, Benefits, Absence, Time Tracking, Payroll, Learning, and Talent modules to serve 1,200+ employees across the US, Europe, and APAC.
• • Translate complex business requirements from Regional Country HR, Corporate Finance, and scientific business leaders into scalable system solutions. You will run discovery workshops, map processes, author user stories, and shepherd configuration changes through rigorous testing, change-control, and go-live cycles.
• • Lead the integration strategy between Workday and downstream systems such as ATS, LMS, finance, and lab-instrument software. You will design secure APIs, monitor daily data feeds, troubleshoot sync issues, and maintain 99.9% data accuracy across all employee, contingent, and contractor records.
• • Build a world-class People Analytics capability. Using Workday Prism Analytics, BIRT, and advanced Excel, you will create executive dashboards that track headcount, turnover, DEI, talent pipeline, compensation equity, and lab productivity metrics. Your insights will directly influence workforce planning, site expansion, and M&A decisions.
• • Drive global digital-transformation projects: roll out Advanced Compensation to harmonize pay across 12 facilities, deploy mobile time-tracking for lab technicians, and launch self-service learning portals that reduce administrative overhead by 30%. You will manage vendor roadmaps, AMS contracts, and project budgets up to $1.5 M.
• • Establish data-governance, security, and compliance frameworks that satisfy SOX, GDPR, and FDA 21 CFR Part 11 requirements. You will own quarterly audits, user-access reviews, and privacy-impact assessments while mentoring junior analysts on best-practice controls.
• • Champion user adoption and experience. Develop role-based training curricula, quick-reference guides, and office-hour clinics that empower HR generalists, lab managers, and executives to leverage the system confidently. Measure adoption KPIs and iterate content quarterly.
• • Provide hands-on operational support: triage tier-2 tickets, resolve calculation errors, schedule maintenance windows, and coordinate regression testing for twice-yearly Workday releases. Maintain a 24-hour SLA for critical issues and publish root-cause analyses.
• • Partner with Finance to align HRIS data with budgeting, forecasting, and cost-center reporting. You will automate labor-cost allocations, validate payroll journals, and deliver scenario models that help leadership optimize resource deployment across high-growth regions.
• • Foster a culture of continuous improvement. Run hackathons, solicit user feedback, and experiment with AI-driven chatbots and predictive attrition models. Present quarterly innovation showcases to the CHRO and CTO demonstrating ROI and employee-experience gains.