People Analytics Senior Manager

CBIZ Inc. is a leading professional services advisor to middle market businesses and organizations nationwide. With unmatched industry knowledge and expertise in accounting, tax, advisory, benefits, insurance, and technology, CBIZ delivers forward-thinking insights and actionable solutions to help clients anticipate what's next and discover new ways to accelerate growth. CBIZ has more than 10,000 team members across more than 160 locations in 22 major markets coast to coast.

CBIZ strives to be our team members' employer of choice by creating an environment where team members are appreciated, recognized for their contributions, and provided with opportunities to grow, both personally and professionally, throughout their careers.

Together, CBIZ and CBIZ CPAs are ranked as one of the top providers of accounting services in the United States. CBIZ CPAs is an independent CPA firm that provides audit, review and attest services, while CBIZ provides business consulting, tax and financial services. In certain jurisdictions, CBIZ CPAs operates under its previous name, Mayer Hoffman McCann P.C.

Minimum Qualifications

• Bachelor's degree required
• 5 years-HR related experience
• Strong HR generalist background
• Strong working knowledge in performance management, legal (federal/state), employee relations, compensation/benefits, and HRIS also required
• Strong organizational skills, time management and multi tasking ability and prioritizing
• Demonstrated ability to communicate verbally and in writing throughout all levels of organization, both internally and externally
• Demonstrated ability in negotiation, conflict and problem resolution
• Proficient use of applicable technology
• Must be able to travel based for business needs

Essential Functions and Primary Duties

• Develop productive and collaborative working relationships with business unit leaders, leadership teams, associates, HR peers and Corporate HR partners to advance business performance through effective talent acquisition, performance management, compensation and reward, training and development, and engagement plans and actions for all levels
• Team with national recruiting resources to recruit, interview, select, and assimilate talent for both campus and experienced talent
• Drive and facilitate performance management and compensation planning processes as well as execution of outcomes, including interface with payroll department for timely and accurate actions
• Effectively manage responses to employee relations matters in partnership with business leaders, HR Director and/or member of Corporate HR; conduct employee investigations and corrective action meetings in conjunction with managers, HR Director or member of Corporate HR; consult with management and associates on employment issues and legal compliance
• Communicate and assist in the administration of various HR programs, including; salary administration, health & welfare benefits, performance appraisals, planning, and other key programs
• Drive local employee engagement activities; enable and support actions to earn workplace awards pertinent to the marketplace
• Serve as liaison with associates and Employee Service Center resolving benefit matters
• Conduct exit interviews and coordinate unemployment claims
• Proficiently leverage the Human Capital Management (HCM) system for accurate and compliant employee records, data and reporting; maintain secure personnel files; follow through to ensure timely and accurate actions
• Additional responsibilities as assigned
• Partner with the HR Executive Team on leading the enterprise people analytics strategy, defining the vision, priorities, roadmap, and capabilities required to support HR and business objectives.
• Serve as a senior advisor to HR leadership, shaping how workforce insights guide decisions related to talent, retention, performance, and organizational effectiveness.
• Guide HR leadership and other key HR Stakeholders in building a data-driven culture, ensuring analytics is embedded in strategic planning and operational execution.
• Deliver executive-ready insights and presentations that connect workforce trends to business outcomes and inform enterprise decision-making.
• Act as the primary strategic point of contact for People Analytics, representing HR Operations in high-visibility discussions and leadership discussions.
• Oversee the development of enterprise workforce dashboards, metrics, and KPI frameworks that measure organizational health, talent outcomes, and workforce effectiveness.
• Drive the evolution from descriptive analytics to diagnostic, predictive, and prescriptive insights, enabling proactive identification of opportunities and risks.
• Champion best practices in data governance, quality, and integrity to ensure reliable and trusted data throughout the organization.
• Serve as a trusted partner to HR and business leaders, providing guidance on data interpretation and analytics-informed decision-making.
• Monitor emerging tools and features in people analytics and data technology, recommending enhancements to meet evolving business needs.
May supervise HR staff

Preferred Qualifications

• PHR or SPHR
• Supervisory experience desired
• 8 years of progressive experience in people analytics, workforce strategy, or related data-driven HR leadership role.
• Strong proficiency in data modeling and enterprise HR systems (Oracle Fusion experience preferred).
• Advanced skills in Power BI or equivalent business intelligence and visualization tool
• Proven ability to develop and/or oversee enterprise dashboards, workforce KPIs, and predictive analytics.
• Exceptional business acumen, communication, and storytelling skills, with the ability to simplify complex data for executive audiences.