Manager, HRIS & People Analytics

Canada·CalgaryAPT Permanent Salarymid

OtherPeople Analytics

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Quick Summary

Overview

Our people make SAIT shine. The Human Resources department ensures employees feel valued, supported and empowered to pursue bold ambitions and fulfilling careers. Be part of a team dedicated to helping every employee thrive and make the most of their SAIT journey.

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Our people make SAIT shine. The Human Resources department ensures employees feel valued, supported and empowered to pursue bold ambitions and fulfilling careers. Be part of a team dedicated to helping every employee thrive and make the most of their SAIT journey.

The Opportunity

Job classification: M1100 - Manager

Salary range: $130,000.00 - $145,000.00

Placement within the range is typically based upon a review of skills, experience, and internal equity.

Hours per week: 37.5

Deadline to apply: 4:00PM on Friday, May 15th, 2026

*Note: This role is designated as onsite, with an expectation of working in the office three days per week and the flexibility to work remotely up to two days per week.

Reporting to the AVP, Human Resources, the Manager, HRIS & People Analytics is responsible for leading the analysis, recommendation, planning, configuration, documentation and implementation of technology‑enabled business systems and process solutions that support Human Resources and its clients.

Working in close collaboration with internal partners - including Information Technology Systems and Finance - the Manager ensures that HR systems, integrations, and analytics are reliable, scalable, user‑centred and aligned with institutional priorities.

The successful candidate brings a balanced combination of people leadership, and technical expertise, with a strong understanding of HR business processes, system integration and user‑centred design. As a member of the Human Resources leadership team, the incumbent contributes to continuous improvement, issue resolution and the ongoing evaluation of systems and best practices.

Leadership, communication and relationship‑building are critical to enabling collaboration across teams and successful adoption of technology solutions.

The Manager, HR Systems & People Analytics provides strategic and operational leadership for the institution’s Human Resources Information Systems (HRIS), workforce analytics and related enabling technologies. The role oversees the evolution, integration and governance of HR systems and reporting, ensuring data integrity, security, and effective support for the full employee lifecycle.

The Manager oversees day-to-day management, maintenance and optimization of the HRIS ensuring accurate, timely and compliant data processes. and acts as the institutional subject‑matter expert on HR data, analytics, business process design and HR technology enablement within a post‑secondary context.

Lead the planning, design, and evolution of HRIS and related systems in alignment with HR and institutional strategies.
Create and maintain architectural documentation for existing production systems and new solutions.
Provide design leadership and guidance on the integration and use of third‑party technologies.

Lead and contribute to solution design activities across multiple initiatives, from research and concept development through implementation.
Act as a strong advocate for the end user, ensuring solutions align with real workforce and client needs.
Plan, coordinate, and oversee pilots and proof‑of‑concepts, with a focus on iterative enhancement and operationalization.

Provide leadership for workforce analytics, reporting, and HR data structures supporting operational and strategic decision‑making.
Translate HR data into meaningful, decision‑ready insights for HR leadership, senior leaders, and external stakeholders.
Ensure reporting solutions are accurate, scalable, and aligned with evolving business requirements.

Ensure data accuracy, reliability, and consistency across HR systems and integrations.
Partner with ITS and Finance to support secure, well‑governed, and auditable HR data environments.
Participate in troubleshooting and root cause analysis for escalated system and data issues.

Provide mentorship and guidance to team members related to solution design, documentation, user testing and systems thinking.
Lead, assign work to, and oversee small project teams and projects.
Foster a collaborative, service‑oriented, and continuous‑improvement culture within the team.

Collaborate with business partners, peers, and development teams to create sustainable, long‑term solutions.
Lead and facilitate advanced design activities such as design workshops, prototyping, brainstorming, and iterative user testing.
Contribute as a member of the Human Resources leadership team to operational planning, issue resolution, and best‑practice evaluation.

Degree in Information Systems, Human Resources, Business, or a related discipline.

Minimum five (5) years of experience supporting and enhancing HRIS systems, including reporting and system integrations.
Minimum two (2) years of leadership experience, including mentoring staff or leading project teams.
Demonstrated background in Human Resources, with working knowledge of core HR processes (e.g., employee lifecycle, position management, compensation, reporting).
Experience in the post‑secondary sector or other complex, public‑sector unionized environment is strongly preferred.