The HR Manager, Workforce Analytics & Payroll is responsible for leading workforce reporting, labor analytics, payroll data integrity, and workforce planning initiatives across the organization. This position serves as the organization's subject matter expert in workforce metrics, payroll reporting, attendance analysis, labor utilization, and workforce data management. The role develops and delivers actionable workforce intelligence through dashboards, scorecards, key performance indicators, and analytical reporting that support strategic decision-making by Executive Leadership, Human Resources, Operations, and Accounting.
The HR Manager, Workforce Analytics & Payroll ensures the accuracy, integrity, and governance of employee, payroll, attendance, leave, and workforce data while supporting payroll operations through auditing, reconciliation, validation, and compliance activities. This position partners closely with the HRIS Manager and operational leaders to optimize reporting processes, improve labor efficiencies, identify workforce trends, support compensation analyses, and ensure compliance with organizational, contractual, and regulatory reporting requirements. The role also oversees workforce forecasting, staffing analytics, labor cost management, government reporting, and workforce-planning efforts designed to enhance operational effectiveness and support the organization's strategic objectives.
This position requires strong analytical skills, advanced reporting expertise, a thorough understanding of payroll and workforce management processes, and the ability to translate complex workforce data into meaningful business insights that drive organizational performance.
ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.
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Develop, maintain, and distribute workforce reports, dashboards, scorecards, and analytics for Executive Leadership, Human Resources, Accounting, and Operations.
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Analyze workforce trends including turnover, retention, absenteeism, overtime, staffing levels, vacancies, labor utilization, employee demographics, and other workforce metrics.
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Partner with the HRIS Manager to develop, maintain, validate, and optimize reporting processes within UKG and related workforce management systems.
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Ensure accuracy, integrity, and consistency of employee, payroll, attendance, leave, and workforce data.
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Review, audit, and validate employee timekeeping records, attendance transactions, PTO usage, holiday pay, and leave balances to ensure payroll accuracy. Ensuring reporting accuracy to FMLA, CFRA, PDL, or any other protected leaves in coordination with the HR role.
- Monitor payroll exception reports and partner with managers to resolve missing punches, attendance discrepancies, timecard corrections, and payroll-related data issues.
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Perform payroll reconciliation activities by comparing workforce data, attendance records, labor reports, and payroll outputs to identify and resolve discrepancies.
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Support payroll (recommend clarifying whether the role supports, reviews or approves) processing through data validation, quality assurance reviews, auditing activities, and workforce reporting.
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Maintain oversight of PTO accruals, leave balances, attendance tracking, and workforce scheduling data to ensure compliance with Company policies and applicable regulations.
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Develop and distribute labor utilization, overtime, attendance, absenteeism, payroll, and productivity reports.
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Manage and prepare SourceAmerica, AbilityOne, ERS, headcount, compensation survey, and other required government and contractual reports.
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Conduct compensation analyses, market pricing studies, pay equity reviews, wage benchmarking, and labor market research.
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Prepare recurring daily, weekly, monthly, quarterly, annual, and ad hoc workforce and operational reports.
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Create and maintain executive dashboards and key performance indicators (KPIs) to support organizational decision-making.
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Support workforce planning, succession planning, staffing analysis, and labor forecasting initiatives.
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Assist with insuring compliance of wage & hour and benefits practices with all applicable CBA provisions, any and all applicable FLSA, FEHA, or CA labor code provisions.
- Assist with audits, compliance reviews, government inspections, and requests for workforce data and reporting.
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Monitor workforce trends and identify opportunities for operational improvements, labor efficiencies, and cost management.
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Develop and maintain reporting procedures, data governance standards, and documentation related to workforce reporting and analytics.
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Provide training and guidance to managers regarding workforce reporting, attendance management, payroll data accuracy, and reporting tools.
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Serve as the subject matter expert for workforce analytics, payroll reporting, attendance reporting, leave administration reporting, and labor metrics.
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Participate in special projects and perform other duties as assigned.
SUPERVISORY RESPONSIBILITIES: This role has direct reports and performance evaluation authority. May provide functional oversight, training, and guidance to Human Resources staff and managers regarding reporting processes, workforce data management, attendance administration, and payroll-related procedures.
QUALIFICATIONS: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
EDUCATION and/or EXPERIENCE: Bachelor's Degree in Human Resources, Business Administration, Data Analytics, Finance, Accounting, Information Systems, Statistics, or related field; or equivalent combination of education and experience.
Five (5) years of progressively responsible Human Resources experience with emphasis on workforce reporting, payroll administration, compensation analysis, HR compliance, workforce analytics, or related functions.
- Experience supporting payroll and timekeeping administration required.
- Experience utilizing HRIS systems and advanced reporting tools required.
Additional Skills Required:
- Advanced Microsoft Excel skills including Pivot Tables, VLOOKUP/XLOOKUP, Power Query, formulas, and workforce data analysis.
- Strong analytical and problem-solving abilities.
- Experience developing workforce reports, dashboards, and executive presentations.
- Strong understanding of payroll administration, attendance management, and leave administration.
- Experience auditing time and attendance records and resolving payroll discrepancies.
- Knowledge of compensation analysis, labor reporting, and workforce planning methodologies.
- Working knowledge of UKG or similar workforce management systems.
- Knowledge of federal, state, local, and contractual recordkeeping and reporting requirements.
- Ability to analyze large data sets and communicate findings clearly to leadership.
- Excellent organizational, written, and verbal communication skills.
- Strong attention to detail and commitment to data accuracy.
- Ability to maintain confidentiality of sensitive employee and organizational information.
INTERNAL AND EXTERNAL BUSINESS CONTRACTS: Maintains professional communication with Executive Leadership, Human Resources, Payroll, Finance, Operations Management, Government Agencies, SourceAmerica representatives, auditors, consultants, and vendors.
LANGUAGE SKILLS: Ability to read and comprehend simple instructions, short correspondence, and memos. Ability to write simple correspondence. Ability to effectively present information in one-on-one and small group situations to customers, clients, and other employees of the organization.
MATHEMATICAL SKILLS: Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals. Ability to compute rate, ratio, and percent and to draw and interpret bar graphs.
REASONING ABILITY: Ability to apply common sense understanding to carry out instructions furnished in written, oral, or diagram form. Ability to deal with problems involving several concrete variables in standardized situations.
CERTIFICATES, LICENSES, REGISTRATIONS: None
BACKGROUND INVESTIGATION: Employment in this position is contingent upon the successful completion of a background investigation. This includes a company-conducted background check, as well as any required national or state criminal background checks, fingerprinting, and verification of legal authorization to work in the United States. Employees must meet and maintain all background investigation requirements as outlined by Company policy and applicable contractual or regulatory standards.
Equal Employment Opportunity & Accommodation Rights We provide equal employment opportunities to all applicants. Discrimination based on race, color, religion, sex, national origin, age, disability, veteran status, gender identity, or sexual orientation is prohibited. Applicants with disabilities may request reasonable accommodations during any stage of the hiring process.
Know Your Rights as an Applicant Federal and state laws protect applicants from discrimination based on race, color, religion, sex, national origin, age, disability, genetic information, gender identity, sexual orientation, or veteran status. You also have the right to request reasonable accommodations during the hiring process. Retaliation for exercising these rights is prohibited.
Job Options Inc. is an active nonprofit organization of the AbilityOne Program https://www.abilityone.gov/ that is one of the largest sources of employment in the United States for people who have significant disabilities. More than 440 nonprofit organizations employ these individuals and provide quality products and services to the Federal Governments. The U.S. AbilityOne Commission, an independent Federal Agency, administers the program with assistance from National Industries for the Blind https://nib.org/ and Source America https://www.sourceamerica.org/
