Senior Manager, Talent Enablement, HR Technology & Workforce Analytics

R1 RCM PHILIPPINES, INC.; Quezon City; On-site; PHP 2,600,000 - 3,800,000; Full time

Job summary

R1 RCM PHILIPPINES, INC. is seeking a Senior Manager to lead Talent Enablement, HR Technology & Workforce Analytics. You will drive the HRIS/ATS strategy, governance, and reporting, partnering with global teams to implement upgrades and ensure data integrity.

The role focuses on workforce analytics, executive dashboards, KPI reporting, and capacity planning using Power BI, Tableau, DOMO, SQL, and advanced Excel. You will mentor a cross-functional analytics and HR systems team.

Qualifications

• Bachelor's Degree in Human Resources, Information Systems, Business Administration, Statistics, Analytics, Computer Science, or a related field.
• 8-12 years of experience in HR Technology, HRIS, Talent Acquisition Operations, Workforce Analytics, Business Intelligence, or related fields.
• 3 to 5 years' experience leading teams and managing cross-functional projects.
• Strong experience administering and optimizing HRIS and ATS platforms, preferably Workday.
• Proven track record in workforce analytics, talent intelligence, and business reporting.
• Demonstrated success delivering measurable business impact through analytics, automation, and process improvements.

Responsibilities

• Manage and optimize HRIS and ATS platforms, including Workday Recruiting and HCM.
• Lead system governance, workflow design, configuration enhancements, integrations, and compliance controls.
• Partner with global HR technology and business teams to support system implementations and upgrades.
• Ensure data integrity, security, audit readiness, and adherence to organizational standards.
• Drive continuous improvement initiatives to enhance user experience and operational efficiency.
• Lead workforce analytics initiatives and develop dashboards using Power BI, Tableau, DOMO, SQL and Advanced Excel.
• Establish reporting standards, data governance frameworks, and metric definitions across HR and Talent Acquisition.
• Deliver workforce insights related to hiring, productivity, turnover, capacity planning, and organizational performance.
• Enable self-service reporting capabilities and data-driven decision-making across the organization.

Skills

HRIS and ATS Administration

Power BI

Tableau

DOMO

SQL

Data Modeling

Advanced Excel

MS Access

Capacity Planning

Forecasting

Business Intelligence

Reporting

Process Automation

Data Governance

Compliance

Education

Bachelor's Degree in HR, Information Systems, Business Administration, Statistics, Analytics, Computer Science, or a related field

Tools

Workday Recruiting

Workday HCM

Job description

Senior Manager - Talent Enablement, HR Technology & Workforce Analytics

Position Summary:

The role will lead the organization's HR technology, talent systems, and workforce analytics strategy by delivering data-driven insights that support informed business decisions. This role oversees HRIS and ATS platforms, reporting, talent intelligence, and process automation initiatives to enhance workforce planning, improve hiring effectiveness, increase operational efficiency, and drive business performance through innovative technology solutions and analytics.

Key Responsibilities

HR Technology & Systems Management

• Manage and optimize HRIS and ATS platforms, including Workday Recruiting and Human Capital Management (HCM).

• Lead system governance, workflow design, configuration enhancements, integrations, and compliance controls.

• Partner with global HR technology and business teams to support system implementations and upgrades.

• Ensure data integrity, security, audit readiness, and adherence to organizational standards.

• Drive continuous improvement initiatives to enhance user experience and operational efficiency.

Workforce Analytics & Business Intelligence

• Lead workforce and talent analytics initiatives that provide actionable insights for business and HR leaders.

• Design, develop, and maintain executive dashboards, scorecards, and KPI reporting using Power BI, Tableau, DOMO, SQL, and Advanced Excel.

• Establish reporting standards, data governance frameworks, and metric definitions across HR and Talent Acquisition.

• Deliver workforce insights related to hiring, productivity, turnover, capacity planning, and organizational performance.

• Enable self-service reporting capabilities and data-driven decision-making across the organization.

Talent Acquisition Analytics & Operations

• Analyze recruitment funnel performance, sourcing effectiveness, recruiter productivity, and hiring outcomes.

• Develop demand forecasting, recruiter capacity, and capacity planning models.

• Monitor and improve key metrics such as time-to-fill, cost-per-hire, SLA performance, and sourcing channel effectiveness.

• Identify opportunities to optimize vendor, agency, and sourcing investments.

• Provide strategic recommendations to improve hiring efficiency and talent acquisition performance.

Strategic Capacity Planning

• Partner with HR and business leaders to align workforce requirements with organizational growth objectives.

• Develop forecasting models and scenario analyses to support headcount planning and business needs.

• Conduct labor market and talent intelligence assessments to guide talent strategies.

• Support site expansion, capacity planning, and organizational design initiatives through analytics and data insights.

Process Improvement & Cost Optimization

• Lead automation and process improvement initiatives within HR and Talent Acquisition.

• Identify opportunities to reduce operational costs while improving service delivery and workforce outcomes.

• Develop business cases, ROI analyses, and performance measures for strategic initiatives.

• Drive continuous improvement through technology, streamlined processes, and data-driven recommendations.

Leadership & Stakeholder Management

• Lead and develop a team of analytics, reporting, HR systems, and talent enablement professionals.

• Build organizational capability in analytics, reporting, and HR technology utilization.

• Serve as a trusted advisor to HR, TA, Operations, and Finance leaders.

• Present insights, trends, forecasts, and recommendations to senior leadership.

• Foster a culture of accountability, collaboration, innovation, and data-driven decision-making.

Change Management & Adoption

• Manage the implementation and adoption of new HR technologies, reporting solutions, and process enhancements.

• Develop training materials, governance documentation, and user guides.

• Conduct stakeholder engagement and change management activities to maximize adoption and business value.

• Ensure successful transition and sustainability of new systems and processes

Qualifications:

• Bachelor's Degree in Human Resources, Information Systems, Business Administration, Statistics, Analytics, Computer Science, or a related field.

• 8-12 years of experience in HR Technology, HRIS, Talent Acquisition Operations, Workforce Analytics, Business Intelligence, or related fields.

• 3 to 5 years' experience leading teams and managing cross-functional projects.

• Strong experience administering and optimizing HRIS and ATS platforms, preferably Workday.

• Proven track record in workforce analytics, talent intelligence, and business reporting.

• Demonstrated success delivering measurable business impact through analytics, automation, and process improvements.

Technical Skills

• HRIS and ATS Administration (Workday Recruiting and HCM)

• Power BI, Tableau, DOMO, SQL and Data Modeling

• Advanced Microsoft Excel

• MS Access

• Capacity Planning & Forecasting

• Business Intelligence & Reporting

• Process Automation

• Data Governance & Compliance