HR Technology and Analytics Manager

• Base Pay $ - $ / Year
• Job Category Human Resources
• Employee Type FT Exempt

Job Title: HR Technology and People Analytics Manager
Clearance Required: N/A
Work Location: Hybrid;
Vienna, VA

Alpha Omega is seeking a Manager of HR Technology and People Analytics to drive the strategic evolution of our HR technology and people data capabilities. The ideal candidate is an analytical, hands‑on technical strategist with deep expertise in HRIS systems, HR data analytics, and automation-equally comfortable configuring UKG workflows, building dashboards in excel that answer strategic questions, and working collaboratively across the HR Ops team to understand needs and solve problems.

You will partner closely with the Director of HR Operations to envision and execute our technology roadmap, seeing automation and AI as tools to eliminate manual work and unlock better insights. You communicate clearly with both technical and business audiences, take ownership of outcomes, and thrive in a collaborative, small‑team environment where you’re invested in the success of the broader HR function and enjoy working closely with colleagues who rely on your technical expertise.

• Shape and execute the technology roadmap for our UKG Ready environment in partnership with the Director of HR Operations
• Drive system optimization, configuration enhancements, and process improvements to streamline HR operations and improve data quality
• Design and optimize UKG workflows and system configurations for the employee lifecycle (onboarding, offboarding, promotions, transfers); identify opportunities to automate processes and reduce manual touchpoints
• Lead system testing, validation, and quality assurance for UKG upgrades, integrations, and new features
• Partner with IT and external vendors on system integrations, security updates, and platform enhancements
• Ensure data security, accuracy, and compliance with privacy regulations and federal contracting requirements
• Partner with the Director of HR Operations to develop and refine the people analytics strategy, identifying key HR metrics and KPIs that drive business decisions
• Own all HR reporting and analytics across the function: design and build dashboards and reports for Talent Acquisition (hiring metrics, pipeline, time-to-fill), attrition analysis, retention trends, compensation insights, performance management, and other business-critical areas
• Support business development and proposals by responding to ad-hoc data requests, pulling talent and workforce metrics that inform proposal strategy and staffing plans
• Create strategic analyses and insights that inform leadership decisions on talent strategy, workforce planning, compensation planning, organizational effectiveness, etc.
• Define data architecture and governance for HR data; ensure accuracy, consistency, and accessibility of HR data across systems

• Build or refine automations for common HR processes: benefits enrollment workflows, onboarding checklists, compliance reporting, exit surveys
• Identify opportunities to leverage AI tools (Claude, Copilot, and other platforms) to enhance analytics, automate reporting and workflows, and streamline HR processes to reduce manual work and accelerate decision-making
• Stay current with emerging HR technology and AI capabilities; evaluate tools and approaches that could benefit the organization

• Directly supervise and lead the HRIS Analyst, providing technical guidance, mentoring on best practices, and oversight of system configuration, testing, and day‑to‑day optimization work
• Work closely with the HR Ops team to understand operational pain points, data needs, and process improvement opportunities;…