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The AI revolution impacts the work and workforce, and it is time to redefine the way we operate and lead. That is why the HR technology market is boiling with new offerings and opportunities for organizations to engage their talents to make an impact.
We are looking for a strategic and tech-savvy Director of People Analytics & HR Tech to lead the development and execution of our HR data and systems strategy. This high-impact leadership role combines ownership of HR analytics, project management of HR technology initiatives, and deep collaboration with HRIS and business stakeholders.
You will be responsible for driving the implementation and optimization of HR systems, building scalable analytics infrastructure, and delivering actionable insights that support data-driven decision-making across the employee lifecycle. This role requires a strong understanding of both HR data architecture and HR Tech ecosystems, with a proven ability to lead cross-functional, technology-driven projects.
What will your job look like?
Lead the strategic development of the People Analytics and HR Tech function, including tools, processes, and governance
Manage and deliver complex HR technology transformations (e.g., AI-based talent marketplace, HR Service delivery platform, HRIS upgrades, Employee journey automation, analytics platforms)
Lead HR Tech program to value - from ideation to adoption, from business case to value realization
Partner with HRIS and IT teams to ensure seamless data flow, system functionality, and user experience
Manage and lead analytics team that builds and maintains dashboards and reporting tools to monitor key HR KPIs and business trends. Translate complex data into clear, actionable insights for HR and business leaders
Analyze data across the employee lifecycle to support workforce planning, talent management, and organizational effectiveness
Leverage AI, predictive analytics, and automation tools to optimize HR processes and decision-making
Provide technical leadership and guidance on analytics tools, data models, and system enhancements.

Required Senior HR Business Partner
The HR Business Partner will support the Corporate Services Business Unit to develop and implement HR plans and solutions to achieve strategic business initiatives and deliver results.
Our HR Business Partner acts as a change agent in Managing Organizational Change for various HR initiatives including succession planning, policy review and implementation, management training and development etc..
Roles and Responsibilities:
Strategic Partnering:
Align HR strategies with business objectives to support overall organizational goals.
Collaborate with senior leaders to develop and implement HR initiatives that drive business performance.
Employee Relations:
Act as a point of contact for employees and managers, addressing concerns and resolving conflicts.
Foster a positive work environment and promote employee engagement.
Talent Management:
Support talent acquisition efforts by working with hiring managers to identify staffing needs and participate in the recruitment process.
Develop and implement talent development programs, including training, career development, and succession planning.
Performance Management:
Guide managers in setting performance goals and conducting performance reviews.
Provide coaching and feedback to employees to enhance their performance and career growth.
Change Management:
Assist in managing organizational changes, such as restructures, mergers, or new initiatives.
Communicate changes effectively and support employees through transitions.
HR Policy and Compliance:
Ensure compliance with labor laws and company policies.
Develop and update HR policies and procedures as needed.
Data Analysis and Reporting:
Analyze HR metrics and provide insights to support decision-making.
Prepare and present reports on HR activities and outcomes.
Employee Engagement and Culture:
Promote a positive organizational culture and employee engagement initiatives.
Conduct employee surveys and implement action plans based on feedback.

Required HRIS ERP Program Manager
The HRIS (Human Resources Information Systems) PMO is responsible for mapping current HR processes and systems, collaborating closely with IT, and ensuring a smooth transition to the new ERP system. The role requires strong project management skills, excellent communication abilities, and a deep understanding of HR-IT integration.
How will you make an impact?
Project Leadership: Lead the ERP implementation project ensuring alignment with organizational goals, and engage with key stakeholders including HR, IT, and other departments, to address their needs and concerns.
Process Mapping and Analysis: Document and analyze existing HR processes and systems to identify gaps and areas for improvement and collaborate with HR and IT to design the future state of HR processes in the new ERP system, ensuring HR system initiatives and implementations are aligned with business goals and executed effectively.
Release Management: Lead the system release cycles, coordinating both internal teams and external interfaces to ensure successful deployments.
Collaboration with IT: Participate in major HR technology selection processes, including facilitation of legal, financial, and compliance considerations. Work closely with IT to plan and execute the integration, configuration and customization of HR processes into the new ERP system.
Change Management: Develop and implement a change management strategy to facilitate a smooth transition to the new ERP system. Organize training sessions and provide ongoing support to HR staff to ensure familiarity with the new system.
Risk Management: Identify potential risks associated with the ERP implementation and develop mitigation strategies, and continuously monitor project progress and control risks to ensure successful implementation.
Communication: Provide regular updates to stakeholders on project progress, challenges, and successes, and establish a feedback mechanism to gather input from HR staff and stakeholders throughout the implementation process.
KPI Management: Define key performance indicators (KPIs) and metrics to measure the success of the ERP implementation and use performance data to drive continuous improvement in HR processes and systems.