HR Data Management Associate Director

Terms of Employment
W2 Contract, 6 Months
Remote Opportunity

Overview

The Talent Data Management Associate Director will lead a team responsible for delivering a comprehensive operational data strategy for talent data. This role provides strategic direction and oversight for the development and maintenance of an operational data store, ensuring high-quality data transformation, analytics, and reporting in support of business intelligence needs. This role will also be leading the HR Integrations Developers responsible for connecting HR platforms with enterprise systems. Working closely with analytics and HR stakeholders, this role ensures the delivery of scalable, secure, and integrated data solutions that support advanced analytics and firm goals. There will be time this role will operate as a player/coach, taking on the dual responsibilities of a leader and an individual contributor. The successful candidate will lead by example, demonstrating and providing mentorship to the team.

Responsibilities

Strategic Leadership (50 %)
Lead and manage a team of database developers and HR integration developers responsible for talent data systems and integrations, providing guidance and support to ensure team success.
Conduct regular performance reviews and provide professional development opportunities.
Develop and implement strategies to improve reporting operations and increase efficiency.
Drive the vision and execution of Talent data strategies, including integration architecture, data warehousing, and analytics delivery.
Provide training and support to team on data management tools, processes and best practices.
Oversee the development and maintenance of accurate and timely HR data models and integrations.
Develop and execute a unified strategy for database development and HR integrations that aligns with organizational objectives.
Oversee multiple, large-scope projects and initiatives involving HR data, systems, and integrations.
Guide strategic problem-solving and ensure alignment with enterprise priorities.
Refine, review, and enhance the outcomes of team projects; drive process optimization, internal controls, and data governance.
Apply a wide degree of creativity and independent judgment in solving complex data challenges.
Support the Director in the day-to-day operations of the data and analytics function.
Communicate progress and challenges to senior leadership and other stakeholders.
Talent data management (30%)
Ensure compliance with company policies and industry regulations related to reporting
OverseeDesigns and develops data architecture to support talent analytics functions
Continuously improves data structures and applications
Understands the data source structures and business relevance of the data
Ensures creation and maintenance of technical specifications data mapping, data flows
Serves on the Talent technology roadmap team to drive strategy including reviewing current and future technologies
Work directly with senior leadership to deliver data and dashboards allow CLT to make business driven decisions.
Oversee the integration of HR systems (e.g., Workday, SAP SuccessFactors) with other enterprise applications.
Manage the lifecycle of HR integrations, including planning, development, testing, deployment, and support.
Ensure integrations are robust, scalable, and meet the evolving needs of the HR function.
HCM Data governance, support and education (20% of time)
Participate in report reviews, including understanding and ensuring security and data privacy standards
Provide HCM data support for Human Resources staff, all associate end-users, and members of senior leadership
Maintain proficiency and level of knowledge with all talent systems
Partners across the talent team to develop governance of all talent data and systems
Develop and implement quality controls and standards to ensure quality of data
Follow controls and processes within the business to ensure adherence to relevant risk management, legal and compliance expectations, and requirements.
Follow established standards and change management processes

Required Skills & Experience

Bachelor s degree in Computer Science, Information Systems, HR Technology, or related field.
8+ years of experience in HR data management, data warehousing, or system integration, including 3+ years in a leadership role.
At least 5 years of experience in project management and leadership in support of overall direction and delivery of analytic solutions
Experience in Human Resources and/or Recruiting functional background; ideally, in Public Accounting or Professional Services firm
Strong knowledge of database platforms (e.g., SQL Server, Oracle), integration tools (e.g., APIs, ETL), and HRIS platforms (e.g., Workday, SuccessFactors).
Deep understanding of HR data models, data security, and compliance standards (e.g., GDPR, HIPAA).
Demonstrated ability to conduct high level needs analysis from multiple data sources to produce complex reports, layouts, and analytics for business purposes
Familiarity with analytics tools and BI platforms (e.g., Power BI, Tableau).
Knowledge of commonly used reports for Recruiting, Human Resources, Compensation, Payroll, and Benefits
Advanced knowledge of Microsoft Office suite, particularly Word, Excel, PowerPoint
Strong problem solving, troubleshooting, and analytical skills
Ability to prioritize workload, manage competing priorities, execute tasks independently, providing timely follow-up and resolution, in order to meet deadlines
Strong written and oral communication, presentation, and stakeholder management skills
Ability to communicate effectively with technical and non-technical stakeholders
Lead and mentor other reporting resources; actively share product knowledge with others to grow practice
Proven experience in operations management, preferably in a HR reporting or analytics environment.
Exceptional organizational skills and attention to detail.
Ability to work in a fast-paced, deadline-driven environment.
________________________________________
nTech is an equal opportunity employer. All offers of employment are contingent upon pre-employment drug and background screenings. Only candidates who meet all of the above client requirements will be contacted by a recruiter.