Director, HR Technology and Workforce Analytic

Job Summary/Overview

The Director, HR Technology & Workforce Analytics will define, build, and execute Columbus McKinnons 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 companys 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%.