Senior Director, People Systems and Analytics

TITLE: Senior Director, People Systems and Analytics
LOCATION: New York, NY or Chicago, IL
REPORTS TO: Vice President of Talent Systems
DEPARTMENT: People Operations
TYPE: Full Time, Hybrid (up to two days in-office)

This position is not eligible for employer visa sponsorship.

WHO WE ARE

CCS Fundraising is an international strategic fundraising firm that partners with nonprofits for transformational change. Since 1947, CCS has empowered many of the world’s greatest  organizations across sectors to advance some of the most important causes in history. We plan, manage, and implement programs and initiatives that achieve fundraising goals and mission impact.

CCS provides tailored support to more than 700 nonprofit organizations annually. Headquartered in New York, the firm has over 600 professionals and 18 offices throughout the United States and Europe. Our people are our greatest strength. At CCS, you will join a diverse team of smart, passionate, and resourceful professionals who are driven by purpose and committed to performance.

UNDERSTANDING THE ROLE

The Senior Director, People Systems & Analytics plays a critical role in building and evolving the operational foundation of the People function. Reporting to the Head of People Operations, this role is responsible for designing, implementing, and optimizing the systems, processes, reporting, and automations that enable the People team to operate efficiently and scale with the business.

This role sits at the intersection of technology, data, and operations, partnering across Talent Acquisition, Talent Management, Total Rewards, HR Operations, IT, and Finance to ensure People systems, processes, and data work seamlessly throughout the employee lifecycle. The ideal candidate enjoys solving operational challenges, connecting systems, improving processes, and using technology and data to create better experiences for employees, managers, and the People team.

This is a hands-on role that combines strategic thinking with technical execution. Success requires someone who can move seamlessly between building reports, configuring systems, mapping workflows, managing vendors, leading implementations, and identifying opportunities to simplify work through automation and AI.

RESPONSIBILITIES

People Technology & Systems

• Serve as the functional owner for People technology platforms, including the HRIS, ATS, talent assessment platforms, and other People systems. 
• Lead the implementation, configuration, testing, optimization, and ongoing administration of People systems, ensuring they meet evolving business needs. 
• Partner with IT, vendors, and People leaders to design, implement, and maintain system integrations, ensuring data integrity, security, and seamless information flow across the People technology ecosystem.
• Evaluate new technologies and system capabilities that improve efficiency, employee experience, and organizational effectiveness. 
• Develop system documentation, governance standards, and end-user training materials to support adoption and long-term success.

Process Improvement & Automation

• Design, document, and continuously improve People processes across Talent Acquisition, HR Operations, Talent Management, and Total Rewards. 
• Identify opportunities to reduce manual work through workflow redesign, system configuration, automation, AI, and process standardization. 
• Pilot, evaluate, and implement emerging technologies, automation, and AI capabilities that improve operational efficiency, reduce manual work, and enhance the employee and manager experience.
• Partner with functional leaders to simplify operational processes while improving consistency, compliance, and user experience. 
• Build scalable operational solutions that enable growth while reducing administrative effort across the People function.

People Data, Analytics & Insights

• Design and maintain the flow of People data across the employee lifecycle, ensuring information moves accurately and efficiently between People systems. 
• Establish and maintain the HRIS as the trusted source of People data through strong data governance, system integrity, and reporting standards.
• Build dashboards and visualizations that enable business leaders to make informed talent decisions. 
• Analyze trends and proactively identify opportunities for operational i