HR Systems & Analytics Manager

Description

Find YOUR fit at Ohio CAT (a division of Ohio Machinery Co)! Join a winning culture that strives to be the top-performing, dynamic industry leader and partner of choice for the products and solutions that help our customers build, improve, feed, power, and protect our world. Come grow your career - See what opportunities await today!

The HR Systems & Analytics Manager is a strategic Human Resources leadership role reporting to the Director, Human Resources. The position is responsible for overseeing the firm's HR technology ecosystem, workforce analytics, reporting capabilities, and a team of HR analysts. The role serves as a key liaison between HR, IT, and business leaders to optimize HR systems, improve processes, and provide data-driven insights that support organizational decision-making.

• HR Systems Leadership and Administration
  • Manage the day-to-day operations, configuration oversight, and continuous improvement of the firm’s HRIS environment and related HR technologies.
  • Lead the evaluation, implementation, integration, and support of HR systems and tools across the employee lifecycle, including recruiting, onboarding, compensation, performance management, learning, benefits, time tracking, and reporting.
  • Partner closely with IT to ensure system reliability, security, integration architecture, data governance, and effective change management practices.
  • Serve as a strategic partner to HR leadership and cross-functional stakeholders on HR technology initiatives and process transformation efforts.
  • Collaborate with HR leadership and business leaders to identify opportunities for system enhancements and process standardization.
  • Oversee system releases, upgrades, testing coordination, issue resolution, and enhancement prioritization.
  • Ensure HR systems comply with applicable legal, regulatory, privacy, and data protection requirements.
  • Stay updated on HR technology trends and system capabilities.
• Analytics, Reporting, and Data Governance
  • Lead the firm’s HR reporting and workforce analytics function, delivering actionable insights to HR and business leadership.
  • Develop and maintain dashboards, scorecards, and operational reports to support strategic decision-making.
  • Establish and enforce standards for HR data integrity, governance, and reporting consistency.
  • Identify trends and opportunities through workforce analytics related to talent acquisition, retention, engagement and inclusion, compensation, and organizational effectiveness.
  • Collaborate with stakeholders to define reporting requirements and implement scalable analytics solutions.
• Team Leadership & Service Delivery
  • Lead, mentor, and develop a team of analysts, fostering a collaborative, service-oriented, and high-performance culture.
  • Manage workload prioritization, project assignments, professional development, and performance management for the team.
  • Establish service delivery standards, support processes, and operational metrics to ensure timely and effective issue resolution.
  • Promote continuous improvement and operational efficiency through process redesign, automation, and technology optimization.

• Bachelor's degree (B.
  
  A.) in Human Resources, Business Administration, Information Systems, or a related field and,
• 5+ years of progressive experience in HR systems, HRIS, workforce analytics, or HR technology roles, with at least 3 years in a managerial and leadership position.
• Strong understanding of HR operations, data governance, reporting, integrations, and HR technology best practices.
• Experience partnering closely with IT teams on enterprise applications, integrations, and security.
• Demonstrated ability to manage multiple priorities and projects in a fast-paced, professional services environment.
• Strong analytical, problem-solving, communication, and stakeholder management skills.
• Experience with in a law firm or other professional services organization is strongly preferred.
• Experience with reporting and visualization tools such as Power BI, or similar platforms strongly preferred.

• 401(k) Match and Employer Discretionary Contribution.
• Two different…