Manager, HR Systems & Workforce Analytics at Chicago Blackhawks
Job Description
Job Title: Manager, HR Systems & Workforce Analytics
Department: Legal Affairs & Human Resources
Reports To: Director, Human Resources
Location: This position is 100% in-office based out of the United Center in Chicago, IL (No relocation assistance available)
Hours: Standard business hours are 9:00 am - 5:00 pm / Monday – Friday. However, this position will require occasional non-traditional hours including nights, weekends, and holidays based on the HR calendar and company event schedule.
Status: Full-Time, Exempt
# Direct Reports: 0
Compensation: The budgeted annual base salary for this position is $70,000 - 80,000 with final compensation offer based on the candidate's years of experience, skills, qualifications, and overall fit for the role. This role is eligible to participate in the Company's annual bonus program.
The Ideal Candidate:
We’re looking for a curious, analytical, tech-savvy problem solver who is genuinely obsessed with mastering systems, uncovering insights, and making things work better. You love digging into data, asking “why,” connecting the dots, and turning information into a strategy that actually moves the business forward. You’re equally energized by figuring out why an HRIS integration isn’t working, building a dashboard that makes a leader say “Wow, I finally understand this,” automating a painfully manual process, or experimenting with how AI can make HR smarter and more efficient. You don’t just maintain systems - you learn them inside and out, challenge the status quo, and look for what’s possible next. You’re a little bit HR strategist, a little bit data detective, a little bit technology geek, and a whole lot of problem solver. You have a high bar for accuracy, a healthy curiosity about how things work, and the creativity and persistence to keep digging until you find the answer. If you get genuinely excited about turning messy data into meaningful insights, complicated systems into elegant solutions, and “we’ve always done it this way” into “here’s a better way,” we want to meet you.
Role Summary:
The Manager, HR Systems & Workforce Analytics is responsible for leading the organization's HR technology ecosystem, workforce reporting, people analytics, and data governance initiatives. The Manager will oversee HRIS administration, reporting, dashboards, workforce analytics, process automation, and data integrity while identifying opportunities to improve decision-making through predictive and strategic analytics. This role plays a critical part in enabling organizational strategy by delivering meaningful workforce insights related to talent acquisition, retention, compensation, performance, engagement, organizational effectiveness, and workforce planning.
Primary Responsibilities:
HR Systems Leadership and Process Improvement (40%)
- Serve as the HR team’s primary administrator for the organization's HR systems (ADP, Clear Company, Traliant).
- Own and drive HR system configuration, maintenance, upgrades, testing, security, and optimization.
- Partner with Finance, IT and external vendors to implement new system functionality and integrations.
- Evaluate emerging HR technologies and recommend innovative solutions that improve efficiency and employee experience.
- Manage HR technology vendors and system-related projects from implementation through adoption.
- Develop and maintain system documentation, workflows, and standard operating procedures.
- Ensure compliance with all applicable data privacy and security requirements.
Workforce Analytics & Reporting (40%)
- Develop and maintain executive dashboards and workforce scorecards.
- Design automated reporting that provides leaders with timely, accurate workforce metrics.
- Analyze trends related to headcount, turnover, retention, recruiting, internal mobility, compensation, performance, engagement, and other organizational health indicators.
- Deliver predictive and descriptive analytics that support strategic decision making across the business including but not limited to developing forecasting models for staffing needs and labor costs.
- Partner with department leaders to translate complex workforce data into meaningful business recommendations.
Data Governance & Compliance (10%)
- Establish and maintain HR data governance standards; ensure accuracy, integrity, and consistency of employee data.
- Support compliance reporting requirements, including EEO, OSHA, ACA, and other regulatory obligations.
AI & Digital Transformation (10%)
- Support the organization's AI strategy through HR technology innovation by researching, evaluating, and advising on responsible AI solutions that enhance HR operations.
- Identify opportunities to automate repetitive administrative tasks.
- Promote ethical, secure, and compliant use of AI within Human Resources.
Qualifications & Requirements:
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