Director, Analytics and HR Automation

At Early Warning, we’ve powered and protected the U.S. financial system for over thirty years with cutting‑edge solutions like Zelle®, Paze℠, and so much more. As a trusted name in payments, we partner with thousands of institutions to increase access to financial services and protect transactions for hundreds of millions of consumers and small businesses.

Positions located in Scottsdale, San Francisco, Chicago, or New York follow a hybrid work model to allow for a more collaborative working environment.

Candidates responding to this posting must independently possess the eligibility to work in the United States, for any employer, at the date of hire. This position is ineligible for employment Visa sponsorship.

Director to lead People Analytics within the HR organization, partnering with the Technology Data team to reimagine and implement our People analytics, insights, visuals and validate our data. In addition to Analytics, awareness of AI and automation including Workday is helpful, as well as HR experience to be more effective in the analytics domain.

The Director, People Analytics and HR Automation (CoE) is responsible for building and operationalizing the organization’s HR Technology, Automation, and Analytics Center of Excellence. This role drives digital transformation across HR by embedding automation, AI, and data‑driven insights into the employee lifecycle — from hire to retire.

The Director will establish best practices, governance, and scalable solutions that enhance efficiency, empower HR and business partners with actionable insights, and deliver exceptional employee experiences. Acting as a bridge between HR, Technology, and the enterprise, this leader ensures the HR CoE delivers measurable impact through innovation, continuous improvement, and workforce intelligence.

• Build and lead the People Analytics CoE, responsible for developing and maintaining enterprise‑level people data models, dashboards, and predictive insights.
• Deliver data‑driven insights and storytelling that guide strategic workforce planning, retention, inclusion, and engagement initiatives.
• Partner with Finance, Strategy, and Business Units to align people metrics with organizational goals and drive evidence‑based decision‑making.

• Establish governance frameworks, data integrity protocols, and responsible AI standards, in partnership with IT, to ensure ethical, transparent, and compliant use of HR data and automation.
• Define data taxonomy, key metrics, and reporting standards to ensure consistency and accuracy across all HR and business dashboards.

• Lead the design, implementation, and governance of automation solutions that streamline HR operations, reduce manual workload, and improve service delivery (e.g., robotic process automation, self‑service workflows, case management).
• Partner with HR functional leaders (Talent, Total Rewards, Learning, HR Operations) to reengineer processes for scalability and consistency, ensuring automation aligns with policy, compliance, and employee experience goals.
• Develop a roadmap for HR digital enablement, aligning automation and system enhancements with enterprise technology strategy.

• Serve as the HR Technology and Analytics thought leader, advising HRBPs and business leaders on automation and analytics opportunities.
• Build organizational capability by partnering with the Learning and Development team to train HR teams on analytics literacy, digital tools, and automation adoption.
• Partner with IT, Data, and Security teams to ensure integration, scalability, and compliance of HR systems and solutions.

• Lead, coach, and develop a high‑performing team of HR technology, data, and process improvement professionals – either directly or indirectly via matrixed reporting.
• Foster a culture of innovation, curiosity, and continuous improvement, empowering HR to deliver greater value through digital enablement.

• Bachelor’s degree in Business Administration, Human Resources, Industrial‑Organizational Psychology, Data…