Sr Manager, People Systems & Workforce Insights - Remote

501 CSAA Insurance Services, Inc.; Phoenix (AZ); Remote; USD 168,000 - 224,000; Full time

Benefits offered by this job

401(k) with company match

Annual bonus eligibility

Remote-friendly, flexible workplace

Remote-first culture

Job summary

CSAA Insurance Group is seeking a Sr Manager, People Systems & Workforce Insights to lead the multi-year technology strategy for the People division, drive HRIS and analytics initiatives, and partner with senior leaders on workforce data, AI, and governance. This remote role combines strategic influence with hands-on program leadership across HR technology, data, and operations.

The role emphasizes secure, compliant systems, executive reporting, and a remote-first, flexible workplace with

Qualifications

• 10+ years of related work experience in HR systems and analytics.
• Experience leading enterprise HR technology programs and cross-functional teams.
• Hands-on Workday experience and data governance expertise.
• Strong communication skills for executive reporting.

Responsibilities

• Set multi-year technology strategy for People Systems and Workforce Insights.
• Oversee HRIS governance, security, data, and reporting.
• Lead budgeting, vendor management, and cross-functional partnerships.
• Deliver executive workforce reporting and insights to leadership and board.

Skills

Executive leadership

HR data governance

Cross-functional collaboration

Strategic planning

Data storytelling

Education

BA/BS degree or equivalent

Tools

Workday

HR analytics tools

Job description

Job Title

Sr Manager, People Systems & Workforce Insights - Remote

Location

Phoenix (Non-Service)

Additional Locations: Alabama - Home Teleworkers, Arizona - Home Teleworkers, Arkansas - Home Teleworkers, California - Home Teleworkers, Colorado Springs, Colorado, Connecticut - Home Teleworkers, Delaware - Home Teleworker, District of Columbia - Home Teleworkers, Florida - Home Teleworkers, Georgia - Home Teleworkers, Henderson, Nevada, Idaho - Home Teleworkers, Illinois - Home Teleworkers, Indiana - Home Teleworkers, Iowa - Home Teleworkers, Kansas - Home Teleworker, Kentucky - Home Teleworkers, Louisiana - Home Teleworkers, Maine Home Teleworkers, Maryland - Home Teleworkers, Massachusetts - Home Teleworkers, Michigan - Home Teleworkers, Minnesota - Home Teleworkers, Mississippi - Home Teleworker, {+ 24 more}

Job Information

CSAA Insurance Group (CSAA IG), a AAA insurer, is one of the leading personal lines property and casualty insurance groups in the United States. Here, every employee shapes our mission. We build innovative, human‑centered solutions that help AAA members prevent, prepare for, and recover from life's uncertainties. You will join a collaborative, inclusive culture where your strengths have room to grow and your ideas can drive real impact. Step into a role where you can contribute to our shared success through meaningful work. We are actively hiring for a Sr Manager, People Systems & Workforce Insights - Remote

Your Role

The Sr Manager, People Systems & Workforce Insights sets the multi‑year direction for the People and Community division’s technology ecosystem, workforce reporting, analytics, and employee listening platforms. This leader influences enterprise technology, data, workforce, and AI strategies by representing People and Community requirements, risks, and employee impacts in cross‑functional decisions. The leader ensures systems and data are secure, reliable, compliant, and designed to support equitable, human‑centered decisions. The role leads the People Systems & Workforce Insights function, owns the division’s technology roadmap, and advises senior leaders across the enterprise on platform investments, workforce insights, risk, and responsible use of automation and AI within the People Systems domain.

Your Work

People Systems

• Set and execute the multi‑year division technology strategy, roadmap, and investment priorities, ensuring alignment with enterprise business, workforce, architecture, data, security, and AI strategies.
• Lead governance for HR system configuration, integrations, security, data, reporting, releases, and vendor performance, influencing enterprise standards where workforce technology, employee data, or employee experience are affected.
• Oversee the division’s technology budgeting, contracts, renewals, and implementation partners in collaboration with IT, Finance, Procurement, and Legal, shaping enterprise investment decisions and cross‑functional priorities.
• Represent People and Community in enterprise technology, data, AI, security, and operating‑model forums, influencing decisions to protect employee trust, strengthen organizational effectiveness, and deliver measurable enterprise value.
• Lead, develop, and organize the HR systems and analytics team, building capability, succession, and equitable access to development opportunities.
• Own the division’s technology intake and prioritization, balancing business value, employee experience, risk, capacity, and enterprise standards.
• Serve as a process owner for assigned internal controls and ensure timely, accurate evidence for audits and regulatory reviews.
• Safeguard sensitive employee data and maintain human accountability for automated or AI‑assisted decisions affecting employees.
• Improve platform reliability, service delivery, documentation, adoption, and employee and manager self‑service.

Workforce Insights

• Shape enterprise workforce measures and decision frameworks by establishing trusted definitions, surfacing cross‑functional implications, and challenging conclusions that are unsupported, inequitable, or inconsistent with employee data protections.
• Oversee the delivery of accurate executive workforce reporting and translate findings for senior enterprise leadership and, indirectly, the board of directors into clear business implications, limitations, and recommendations that influence enterprise workforce strategy, investment, organizational planning, and risk decisions.
• Advance self‑service analytics and data literacy for HR partners and people leaders, building enterprise capability to use workforce information consistently, responsibly, and effectively.
• Oversee employee listening technology and reporting, including confidentiality thresholds and small‑population protections.
• Evaluate advanced and predictive analytics with clear validation, transparency, permitted‑use boundaries, and human review.

Leadership & Expertise

• Strategic leadership of an integrated HR technology ecosystem, preferably including Workday, workforce analytics, and employee listening tools.
• Strong command of HR data governance, workforce metrics, executive reporting, internal controls, and responsible AI practices.
• Demonstrated success leading teams, enterprise implementations, vendors, budgets, and complex cross‑functional partnerships.
• Ability to translate technical and analytical issues into clear business choices and challenge decisions that compromise controls, data integrity, equity, privacy, or employee trust.
• Demonstrated ability to influence enterprise strategy, investment, governance, and operating decisions without relying solely on direct authority.
• Executive presence and credibility to advise, challenge, and align senior leaders across People and Community, Technology, Finance, Legal, Risk, and business functions.
• Inclusive leadership, sound judgment, and clear communication with technical and non‑technical audiences, including the ability to build alignment across competing enterprise priorities.

Required Experience, Education and Skills

• 10+ years of related work experience, including 3+ years leading teams, enterprise‑wide programs, or large cross‑functional initiatives.
• BA/BS degree or an equivalent combination of education and experience.
• Hands‑on HRIS platform expertise: Deep experience with Workday, including configuration, security, testing, and support.
• Workday‑specific integration experience appears often in current postings.
• HR data, reporting, and analytics: Experience with data governance, reporting, dashboards, audits, and data quality, plus translating business questions into usable insights.
• System implementation and enhancement work: Experience leading or supporting HR system implementations, upgrades, releases, and optimization efforts across modules and business processes.
• Compliance, controls, and security: Experience handling sensitive employee data, access controls, audit support, and policy/compliance requirements within HR systems.
• Project, program and change management: Success managing enterprise projects, timelines, risks, budgets, testing cycles, change impacts, and stakeholder communication.
• Cross‑functional partnership: Experience partnering with HR, payroll, IT, finance, security, compliance, and vendors to define requirements and deliver process improvements.
• Core HR functional knowledge: Strong understanding of HR processes such as org structures, compensation, benefits, recruiting, employee lifecycle events, performance, and talent data.

KSA's

• Hands‑on HRIS platform expertise: Deep experience with Workday, including configuration, security, testing, and support.
• Workday‑specific integration experience appears often in current postings.
• HR data, reporting, and analytics: Experience with data governance, reporting, dashboards, audits, and data quality, plus translating business questions into usable insights.
• System implementation and enhancement work: Experience leading or supporting HR system implementations, upgrades, releases, and optimization efforts across modules and business processes.
• Compliance, controls, and security: Experience handling sensitive employee data, access controls, audit support, and policy/compliance requirements within HR systems.
• Project, program and change management: Proven success managing enterprise projects, timelines, risks, budgets, testing cycles, change impacts, and stakeholder communication.
• Cross‑functional stakeholder partnership: Experience partnering with HR, payroll, IT, finance, security, compliance, and vendors to define requirements and deliver process improvements.
• Core HR functional knowledge: Strong understanding of HR processes such as org structures, compensation, benefits, recruiting, employee lifecycle events, performance, and talent data.

Leadership Experience

• Proven ability to lead others directly or indirectly, as demonstrated through 3+ years of leading teams, enterprise‑wide programs, or large cross‑functional programs.
• If role includes leading people leaders: Everything above, with at least 1 of those years directly managing others.

Work Experience Preferred

• 10 years related professional experience.

Education

• 4 year college degree may be expected at this level, depending on the role.

Salary

• The national average salary range for this position is $168,300.00-$187,000.00.
• However, we have a location‑based compensation structure.
• Our salary ranges vary and are calculated based on work location.
• The starting pay range for this position across all the states we hire in is $168,300.00-$224,300.00.
• This role also includes an opportunity for a company‑wide annual discretionary bonus, through our Annual Incentive Plan (AIP), of up to 20% of eligible pay.
• Colorado Specific Job Range :$168,300.00 - $205,400.00
• This job posting will be unposted on Mon, 2 Nov 2026.

Why Choose a Career at CSAA IG?

• Recognition: We offer a total compensation package, annual bonus eligibility for most roles, 401(k) with a company match, and so much more! Read more about what we offer and what it is like to be a part of our dynamic team at https://careers.csaainsurance.aaa.com/us/en/benefits.
• Career Growth: We believe in growth for everyone. Here at CSAA IG, leaders and mentors partner with employees to align interests, unlock development opportunities, and support long‑term success.
• Flexible Workplace: We embrace a remote‑first culture through our Flexible Workplace. Most employees hold Home‑Flex roles, working primarily from home, often with the flexibility to work from various locations including CSAA offices. Our flexible workplace empowers you to balance remote work with intentional in‑person moments that deepen connection and collaboration.
• Inclusion and Belonging: An inclusive and welcoming workplace is the cornerstone of our success. By fostering an environment where people feel valued and heard, we deepen our ability to understand and meet the unique needs of our members. This strengthens innovation and enhances our products and services, giving us a competitive edge in the market.
• Sustainability: As climate change leads to more frequent and severe weather events, we are taking bold action to build more resilient communities and reduce our environmental impact.

We are committed to inclusive hiring

CSAA Insurance Group is an equal opportunity employer.

CSAA does not provide visa sponsorship for this role. Applicants must have authorization to work indefinitely in the US. Please do not apply for this role