Manager, HR Technology & People Analytics

Changing Lives Shaping The Future


Position: Manager, HR Technology & People Analytics
Rate: $120,000 - $130,000
Job Type: Full-time
Schedule: 8-hour shift, Monday - Friday


Across Redwood Family Care Network, our employees are sharing their passion to make a positive impact in the lives of others. We are looking to add talented and passionate individuals to join our Redwood Family and we invite you to explore and learn more about our career opportunities.
Benefits: Full-Time
• Comprehensive benefits options, including medical, dental, vision, life, STD, LTD, hospital indemnity, critical illness, and accident insurance.
• HSA, Health Care FSA and Dependent Care FSA
• EAP (Employee assistance program)
• Employee discount program
• PTO (Paid time off)
• Dayforce Wallet Daily Pay
• Pre-Tax 401(k)
• After-Tax Roth
• Tuition discount through Capella University
Job Summary
The Manager, HR Technology & People Analytics is responsible for leading the organization's HR technology strategy, system administration, automation, reporting, and people analytics initiatives. This role serves as the primary administrator for Dayforce and partners closely with Human Resources, Payroll, Finance, Operations, IT, Engineering and executive leadership to optimize HR processes, improve data integrity, and leverage technology to enhance the employee experience.
As the organization continues to grow and scale, this role will be instrumental in building a modern, technology-enabled HR function capable of supporting future expansion. The Manager, HR Technology & People Analytics will identify opportunities to automate manual processes, streamline workflows, improve workforce analytics, and implement scalable solutions that enable HR to operate more efficiently while delivering exceptional service to employees and leaders.

Skills & Knowledge
• Excellent knowledge of Dayforce HCM, including HR, Payroll, Benefits, Recruiting, Onboarding, Talent, and Reporting modules, with an emphasis on configuration and administration.
• Strong understanding of HRIS administration, system configuration, workflow set up, and HR business process improvement with Dayforce and related SaaS tools.
• Experience developing dashboards, workforce analytics, and executive reporting that support data-driven decision making.
• Strong analytical and problem solving skills focused on interpreting workforce data and surfacing trends, while collaborating with jr/sr data engineers for complex data modeling and integrations.
• Experience managing HR technology projects, system enhancements, and integrations in partnership with IT and data engineering (e.g., Dayforce → Snowflake, Dayforce → Netsuite, Dayforce → Therap, following established integration patterns.
• Working knowledge of HR, Payroll, Benefits, Talent Acquisition, and Learning & Development processes.
• Demonstrated ability to identify opportunities to automate manual HR/Payroll workflows using Dayforce and workflow tools, escalating data heavy solutions to the engineering or data team when needed.
• Strong understanding of data governance, data integrity, system security, and user access management.
• Proficiency with Google Workspace, including Google Sheets, Docs, and Slides; experience with business intelligence and reporting tools such as Looker Studio, Power BI, Tableau, or SQL is preferred.
• Strong project management and organizational skills with the ability to manage multiple priorities.
• Excellent written and verbal communication skills to translate HRIS configuration and reporting concepts to both technical and non-technical audiences..
• Customer service mindset with a focus on partnering across HR, Payroll, and Operations to improve Dayforce usability and adoption.
• High level of integrity with the ability to maintain confidential employee data.
Essential Duties & Responsibilities
HR Technology Leadership
• Serve as the primary administrator and subject matter expert for Dayforce.
• Configure, maintain, and optimize HR technology solutions to support business needs.
• Develop and execute the HR technology roadmap in partnership with HR, IT, and Executive leadership.
• Evaluate emerging HR technologies and recommend solutions that improve efficiency and scalability.
Process Improvement & Automation
• Identify opportunities to automate manual HR and Payroll processes.
• Design and implement workflows that improve operational efficiency and reduce administrative burden.
• Partner with HR Operations and Payroll to streamline business processes and eliminate redundant work.
• Lead continuous improvement initiatives focused on automation, standardization, and operational excellence.