Associate Director, People Technology & Analytics

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About Us

Skadden, Arps, Slate, Meagher & Flom LLP has forged a reputation as one of the most prestigious law firms in the world. Relying on innovation, intellect, teamwork and tenacity, our lawyers deliver the highest quality advice and novel solutions to our clients’ legal issues. We are known for handling the most complex transactions, litigation/controversy issues, and regulatory matters, as well as for the strong partnerships we build with clients and each other. Our attorneys, who reflect a broad range of experiences and perspectives, work together seamlessly across 50-plus practices and 21 offices in the world’s major financial centers.

The Opportunity

We are seeking an Associate Director, People Technology & Analytics to join our Firm. This position will be based in our New York office (hybrid). The Associate Director, People Technology & Analytics will be responsible for evolving and optimizing our people technology ecosystem and turning data into actionable insight and driving informed decisions. Responsible for oversight of the Firm’s Workday HCM platform and other HR applications, to elevate the employee experience, improve business outcomes, build and shape a modern people technology and analytics function. Leads the development and execution of the people technology and analytics function roadmap, partnering closely the people teams, finance, IT, and business leaders to improve hiring, growing, rewarding, and retaining talent across the attorney and business services populations. Plays a critical role in supporting the Firm’s transition from a localized HR generalist model to an HR shared services model and guiding the design of scalable processes and tools, and ensuring employee data is accurate and well governed.

People Technology (HRIS) Leadership

• Serves as the primary business owner for Workday and other HR systems, including roadmap, design decisions, release management, and issue escalation.
• Oversees end-to-end change management for Workday, including requirements, impact assessment, testing, communications, and training.
• Drives process standardization and optimization where appropriate in partnership with HR operations/shared services, compensation, talent management, learning and development and HR business partners.
• Leads a team of HRIS and analytics professionals, ensuring employees are skilled, knowledgeable and engaged.

People Analytics and Reporting

• Builds and maintains a robust reporting and analytics framework across HR, including recurring dashboards, ad hoc analyses, and executive-ready insights.
• Translates business questions into clear requirements, then deliver data-driven stories that inform decisions at leadership and functional levels.
• Develops KPIs and metrics for key people processes, such as hiring, internal mobility, performance, retention, and diversity.
• Oversees data visualization tools and standard reporting templates to support self-service analytics where appropriate.
• Ensures consistent definitions and methodologies are used in reporting across the organization.

Data Governance and Quality

• Establishes and maintains strong data governance practices for people data, including ownership, definitions, and controls.
• Monitors and improves data quality in Workday and related systems, including audits, root cause analysis, and corrective action plans.
• Partners with Legal, Compliance, Security, and IT to manage data privacy, security, and access controls in line with global regulations.

Stakeholder Management and Partnership

• Acts as a trusted advisor to HR and business leaders on people technology capabilities and people analytics.
• Facilitates cross-functional discussions to prioritize enhancements and projects based on impact, feasibility, and risk.
• Works with HR teams to ensure technology and analytics solutions are practical, user-friendly, and aligned with service delivery goals.

Team Leadership and Development

• Builds and leads a high-performing people technology and analytics team.
• Sets clear objectives and ways of working, encouraging a culture of continuous improvement, accountability creativity, and service excellence.
• Champions the effective use of people technology and data across HR through training, office hours, and documentation.

AI & Digital Innovation

• Evaluates where and how to leverage AI, automation, and machine learning responsibly across HR processes (e.g., recruiting, engagement analytics, talent management, reporting).