Senior HRIS and Data Analytics Manager

We're seeking a Senior HRIS and Data Analytics Manager who will play a critical role in creating and implementing the strategy and evolution of POLITICO's HRIS system, (currently UKG Pro) to bolster HR initiatives and foster data-driven decision making.

What You'll Do:

• Set the overall direction of the HRIS system by directing the HR information strategy and overseeing the configuration, maintenance and optimization of the HRIS system.
• Oversee testing for upgrades and data conversion (in the case of acquiring new divisions and programs), and integration with other systems and locations
• Continuously evaluate business processes for automation and efficiency improvements ensuring the Talent team and organization maximizes usage of the HRIS system.
• Maintain HRIS system and deliverables including regular and ad hoc report generation, system administration, troubleshooting, data entry, data audits, mass updates, etc. Drive critical HR reporting and data analytics ensuring compliance with data privacy regulations and system and people data integrity. This includes supporting compliance reporting for government agencies, reporting for leadership and ownership stakeholders, and collaborating with global locations on data and reporting needs.
• Design and develop data insight presentations, dashboards and scorecards through translation of stakeholder needs into data-driven solutions, e.g., ad-hoc, regulatory, bi-annual Talent SOTU, quarterly diversity metrics.
• Partner with other departments (including Finance, Payroll, IT) and 3rd party vendors on HR system-related matters and provide training and support to HR staff and end users on HR system functionality.
• Assist in orienting new employees to HRIS and training stakeholders (HR, Finance, Technology, etc.) on process improvement or changing processes according to business needs.

What You'll Need:

• Minimum 10 years of HR systems experience including significant experience with UKG Pro
• Proficient computer skills to maintain databases, run reports, and perform other HRIS computer operations are necessary.
• Demonstrate ability to master changing HRIS technologies and trends.
• Ability to handle confidential matters with integrity and complete confidentiality.
• Ability to handle multiple priorities in busy environment necessary.
• Experience implementing a new HRIS system including development of the requirements, configuration and testing.
• Experience mining and analyzing human capital data.
• Ability to project manage initiatives while effectively communicating with internal and external stakeholders.
• Experience with other HRIS Systems such as Oracle HCM or Workday is preferred.
• Demonstrated knowledge of EEO/AA compliance
• Knowledge of ACA, VETS-4212 reporting is preferred.

We are driven by our values. We are relentless contributors, disruptors of the status quo, collaborators, talent cultivators and DEI stewards. Our culture is defined by grit, total integrity and a prioritization on innovation.

We value our people. We offer a competitive compensation and comprehensive benefits package, including health and wellness benefits, commuter and cell phone reimbursements, retirement plans, as well as work-life balance flexibility and opportunities for career development. Click here for more on what we offer and what it's like to work for POLITICO.

Let's keep in touch. Follow us on Instagram and Twitter at @politicocareers and #meetPOLITICO for a deep dive into what makes us POLITICOs and our adventures. We'd love to hear from you! Want to join POLITICO but don't see a job suited to you? Sign up to be a part of our Talent Network to be alerted of future opportunities.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)