Director, HR Technology and Workforce Analytic

Columbus McKinnon Corporation; Charlotte (NC); On-site; USD 170,000 - 230,000; Full time

Job summary

Columbus McKinnon Corporation is seeking a Director of HR Technology and Workforce Analytics to define, build, and execute a global HR technology, data, and people analytics strategy. You will report to the CHRO and develop a multi-year roadmap, governance, and practical tools to turn workforce information into trusted business insight.

You will collaborate with HR, IT, Finance, Legal, Cybersecurity, and the IMO, leading digital-transformation, data governance, and executive dashboards to inform

Qualifications

• Bachelor’s degree in Information Technology, Data Science, or Human Resources with analytical focus.
• 10+ years of progressive HR technology, HRIS, workforce analytics or digital HR experience.
• 5+ years of leadership experience managing professional teams and strategic enterprise initiatives.
• Demonstrated experience leading large-scale global HR technology implementations and transformations.
• Deep expertise in SAP SuccessFactors, including Employee Central and related modules.
• 3+ years of hands-on BI experience, ideally Microsoft Power BI.
• Experience managing complex global integrations, system architecture and data governance frameworks.
• Strong executive presence with the ability to influence senior leaders and drive enterprise-wide change.
• Ability to travel domestically and internationally up to 10%.

Responsibilities

• Develop and execute a global, multi-year HR technology, data, and workforce analytics strategy aligned with corporate objectives, integration priorities, scalability, compliance, business value, and employee experience.
• Serve as a senior advisor to the CHRO, HR Leadership Team, and business leaders on HR technology, artificial intelligence, automation, workforce analytics, and emerging digital capabilities.
• Lead enterprise HR digital-transformation initiatives and establish governance for prioritization, investment decisions, delivery, change management, and adoption.
• Define and build the HR Technology and Workforce Analytics operating model, team capabilities, resourcing plan, and service expectations.
• Own enterprise HR systems architecture and integration strategy across HR, benefits, talent management, learning, and workforce planning platforms.
• Chair HR technology governance processes, including prioritization, change management, security, compliance, and investment decisions.
• Establish global HR data governance standards, data quality controls, and master data management practices.
• Partner with IT and cybersecurity teams to ensure appropriate controls, system security, privacy, and regulatory compliance.
• Lead day-to-day operations, stability, and support of SAP SuccessFactors and connected HR systems, including service levels, ticket management, incident resolution, and end-user support.
• Manage the SuccessFactors release cycle, configuration changes, regression testing, and system documentation.
• Provide Project Management for end-to-end delivery of HR technology projects, including requirements, design, build, user acceptance testing, cutover, and hypercare, against defined scope, schedule, and budget.
• Execute HR data migration, system consolidation, and transition services exits tied to acquisition integration in partnership with the IMO and IT, ensuring accurate payroll, benefits, and finance integrations.
• Manage role-based security, periodic access reviews, segregation of duties, and audit evidence for HR systems within SOX/ITGC scope.
• Drive training, communications, and adoption measurement to ensure new capabilities are effectively used by employees, managers, and HR.
• Lead the development of a comprehensive people analytics strategy that enables workforce planning and executive decision-making.
• Develop executive dashboards and predictive analytics capabilities related to turnover, talent acquisition, succession, talent development, and labor costs.
• Deliver workforce insights and recommendations to executive leadership and the Board of Directors as appropriate.
• Build and maintain an HR data model or semantic layer that brings together SuccessFactors, payroll, recruiting, learning and finance data
• Own the HR technology budget, investment planning, and business case development for future technology initiatives.
• Negotiate strategic vendor relationships and contracts, ensuring financial efficiency and optimization of technology investments.
• Monitor vendor performance and drive continuous improvement initiatives that maximize return on investment.
• Build, develop, and lead a global HR Technology and People Analytics organization.
• Establish organizational capabilities, workforce plans, succession strategies, and talent development programs for the HR technology function.
• Mentor leaders and subject matter experts while fostering a culture of innovation, accountability, and continuous improvement.

Skills

HR technology ecosystems

HR data structures

system integrations

reporting

data governance

Power BI

Executive communication

builder mindset

vendor management

Education

Bachelor's degree in IT/Data Science/HR with analytical focus

Tools

SAP SuccessFactors

Microsoft Power BI

Job description

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Director, HR Technology and Workforce Analytic

Location:

Charlotte, NC, US, 28277

Requisition ID: 3486

Job Summary/Overview

The Director, HR Technology & Workforce Analytics will define, build, and execute Columbus McKinnon's global HR technology, workforce data, and people analytics strategy. Reporting directly to the Chief Human Resources Officer, this leader will create a multi-year roadmap, governance, operating model, and practical tools needed to turn workforce information into trusted business insight.

The Director will partner across HR, Information Systems/IT, Power BI/Data Analytics, Finance, Legal, Cybersecurity, and the Integration Management Office (IMO), and must combine strategic leadership with hands-on problem solving. This role will improve employee and manager experience, operational efficiency, risk management, workforce decision-making, and the company's ability to support and validate people-related synergy capture.

Essential Duties and Responsibilities

• Develop and execute a global, multi-year HR technology, data, and workforce analytics strategy aligned with corporate objectives, integration priorities, scalability, compliance, business value, and employee experience.
• Serve as a senior advisor to the CHRO, HR Leadership Team, and business leaders on HR technology, artificial intelligence, automation, workforce analytics, and emerging digital capabilities.
• Lead enterprise HR digital-transformation initiatives and establish governance for prioritization, investment decisions, delivery, change management, and adoption.
• Define and build the HR Technology and Workforce Analytics operating model, team capabilities, resourcing plan, and service expectations.
• Own enterprise HR systems architecture and integration strategy across HR, benefits, talent management, learning, and workforce planning platforms.
• Chair HR technology governance processes, including prioritization, change management, security, compliance, and investment decisions.
• Establish global HR data governance standards, data quality controls, and master data management practices.
• Partner with IT and cybersecurity teams to ensure appropriate controls, system security, privacy, and regulatory compliance.
• Lead day-to-day operations, stability, and support of SAP SuccessFactors and connected HR systems, including service levels, ticket management, incident resolution, and end-user support.
• Manage the SuccessFactors release cycle, configuration changes, regression testing, and system documentation.
• Provide Project Management for end-to-end delivery of HR technology projects, including requirements, design, build, user acceptance testing, cutover, and hypercare, against defined scope, schedule, and budget.
• Execute HR data migration, system consolidation, and transition services exits tied to acquisition integration in partnership with the IMO and IT, ensuring accurate payroll, benefits, and finance integrations.
• Manage role-based security, periodic access reviews, segregation of duties, and audit evidence for HR systems within SOX/ITGC scope.
• Drive training, communications, and adoption measurement to ensure new capabilities are effectively used by employees, managers, and HR.
• Lead the development of a comprehensive people analytics strategy that enables workforce planning and executive decision-making.
• Develop executive dashboards and predictive analytics capabilities related to turnover, talent acquisition, succession, talent development, and labor costs.
• Deliver workforce insights and recommendations to executive leadership and the Board of Directors as appropriate.
• Build and maintain an HR data model or semantic layer that brings together SuccessFactors, payroll, recruiting, learning and finance data
• Own the HR technology budget, investment planning, and business case development for future technology initiatives.
• Negotiate strategic vendor relationships and contracts, ensuring financial efficiency and optimization of technology investments.
• Monitor vendor performance and drive continuous improvement initiatives that maximize return on investment.
• Build, develop, and lead a global HR Technology and People Analytics organization.
• Establish organizational capabilities, workforce plans, succession strategies, and talent development programs for the HR technology function.
• Mentor leaders and subject matter experts while fostering a culture of innovation, accountability, and continuous improvement.

Knowledge, Skills, Competencies, and Abilities

• Strong knowledge of HR technology ecosystems, HR data structures, system integrations, reporting, and data governance.
• Ability to diagnose data-quality issues and design practical validation, reconciliation, and control processes.
• Business and financial acumen, including headcount, labor cost, position management, and integration economics.
• Experience with business intelligence and visualization platforms, preferably Microsoft Power BI.
• Executive-level communication skills, with the ability to translate complex technology and data issues into clear, actionable insight.
• Builder mindset and pragmatic execution; able to influence without authority across functions and geographies.
• Discretion and sound judgment when handling sensitive employee and organizational data.

Required Qualifications

• Bachelor’s degree in Information Technology, Data Science, or Human Resources program with analytical focus, or related quantitative disciplines.
• 10+ years of progressive HR Technology, HRIS, workforce analytics or digital HR experience.
• 5+ years of leadership experience managing professional teams and strategic enterprise initiatives.
• Demonstrated experience leading large-scale global HR technology implementations and transformations.
• Deep expertise in SAP SuccessFactors, including Employee Central and related modules.
• 3+ years of hands-on BI experience, ideally Microsoft Power BI.
• Experience managing complex global integrations, system architecture and data governance frameworks.
• Strong executive presence with the ability to influence senior leaders and drive enterprise-wide change.
• Ability to travel domestically and internationally up to 10%.

Columbus McKinnon is a leading worldwide designer, manufacturer and marketer of intelligent motion solutions that move the world forward and improve lives by efficiently and ergonomically moving, lifting, positioning and securing materials. Key products include hoists, crane components, precision conveyor systems, rigging tools, light rail workstations and digital power and motion control systems. We are focused on commercial and industrial applications that require the safety and quality provided by our superior design and engineering know-how. Columbus McKinnon is a publicly traded company that has been in business for almost 150 years – proud of our heritage, where we come from, and where we’re going. As Columbus McKinnon grows globally, so does our need for driven and inspired employees. Join our winning team!

Columbus McKinnon Corporation promotes a diverse and inclusive workforce and is an Equal Opportunity Employer that does not discriminate against employees or applicants for employment on the basis of race, color, national origin, ancestry, age, religion, sex, gender, gender identity, gender expression, sexual orientation, physical or mental disability, medical condition, genetic information, military or veteran status, marital status, or any other Federal or State legally-protected classes. We also value the safety of all associates and work hard to maintain a Drug Free Workplace.

@ 2024 Columbus McKinnon Corporation. All Rights Reserved.