Senior Manager, HR Analytics & Artificial Intelligence

#26-6204

Full-time

Non-exempt [Non-ex.]

Hybrid Work Environment - Must reside on Oahu

Pay Range
: $99,500 - $206,500, position is eligible for an incentive bonus

Note: Individuals typically begin between the minimum to middle of the pay range

Serve as the enterprise-wide leader for all data analytics and AI initiatives across HR functions  end-to-end accountability for consolidating disparate HR data sources into a unified, comprehensive reporting framework that delivers consistent, actionable intelligence for business consumption across all levels of the organization. Partner with HR and business leadership to transform workforce data into strategic insights that drive talent strategy, organizational effectiveness, and equitable outcomes.

Govern responsible AI deployment, and build a high-performing analytics team capable of delivering predictive, prescriptive, and generative AI solutions across the full employee lifecycle.

• Bachelor's degree in Data Science, Statistics, Information Systems, Human Resources, Business, or a related analytical field and five years of progressive experience in data analytics, people analytics, or workforce intelligence, with at least three years in a healthcare or insurance environment; or an equivalent combination of education and experience.
• Five years hands-on experience with analytics tools and techniques: SQL, Python or R, BI platforms (Tableau, Power BI, or equivalent), and cloud data platforms.
• Three years building or managing data/analytics teams.
• Demonstrated experience developing or operationalizing predictive or machine learning models in a production environment.
• Experience with HR systems and people data (Workday, SAP Success Factors, or equivalent HRIS/HCM platforms).
• Intermediate working knowledge of Microsoft applications, including but not limited to Word, Excel, Outlook, and PowerPoint.

• Serve as the single accountable leader for all data analytics and AI initiatives across every HR function -- including talent acquisition, performance management, compensation, learning & development, DEI&B, workforce planning, and employee experience. Define and drive the enterprise people analytics roadmap, evolving capabilities from descriptive reporting to diagnostic, predictive, and prescriptive analytics. Translate workforce data into executive-ready insights that inform HR strategy and organizational health decisions.
• AI & Advanced Analytics Development:
  • Lead the identification, evaluation, and responsible deployment of AI and machine learning models in HR -- including predictive attrition modeling, skills gap analysis, workforce planning forecasting, and generative AI tools. Ensure model transparency, fairness, and compliance with HIPAA and applicable regulations.
• Unified HR Data Platform & Integrated Reporting:
  • Serve as the functional owner of the HR analytics data infrastructure (including the Enterprise Data Platform, HRIS integrations, and BI tools). Lead the consolidation of all disparate HR data sources -- spanning HRIS, ATS, LMS, payroll, performance, engagement, and workforce planning systems -- into a single, comprehensive reporting framework. Design and deliver a standardized suite of HR reports and dashboards for business consumption at the executive, manager, and operational levels, ensuring consistent definitions, trusted data, and self-service access across the organization.
    
    Establish and enforce data governance, quality standards, and access policies in partnership with IT and Data Governance.
• Workforce & Organizational Analytics:
  • Deliver insights on workforce planning, succession risk, skills inventory, employee lifetime value, and wellbeing analytics. Support value-based care program analytics, quality payment models, and sponsor/pharmacy reporting. Partner with Finance, Medical Management, and Clinical Operations on provider and population health workforce analyses.
• Act as the primary point of contact for HR analytics and AI across the organization. Partner with HR leadership, Finance, Operations, and business unit leaders to understand reporting needs and…