SAIT
Human Resources
Manager,HRIS&PeopleAnalytics
Neural analysis suggests this role is
optimal for Manager candidates.
“Manager, HRIS & People Analytics at SAIT. Skills: HRIS, People Analytics, HR Systems, Workforce Analytics. leading the analysis, recommendation, planning, configuration, documentation and implementation of technology‑enabled business systems and process solutions that support Human Resources and its clients.. ensures that HR systems, integrations, and analytics are reliable, scalable, user‑centred and aligned with institutional priorities.”
What You'll Achieve.
ensuring data integrity, security, and effective support for the full employee lifecycle.; ensuring accurate, timely and compliant data processes.; supporting operational and strategic decision‑making.; creating sustainable, long‑term solutions.
Industry & Context.
issue resolution; troubleshooting; root cause analysis; systems thinking
What They're Looking For.
Must Have
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).
Nice to Have
Experience in the post‑secondary sector or other complex, public‑sector unionized environment is strongly preferred.
What You'll Do.
documentation and implementation of technology‑enabled business systems and process solutions that support Human Resources and its clients.
ensures that HR systems
and analytics are reliable
user‑centred and aligned with institutional priorities.
contributes to continuous improvement
issue resolution and the ongoing evaluation of systems and best practices.
provides strategic and operational leadership for the institution’s Human Resources Information Systems (HRIS)
workforce analytics and related enabling technologies.
oversees the evolution
integration and governance of HR systems and reporting
ensuring data integrity
and effective support for the full employee lifecycle.
oversees day-to-day management
maintenance and optimization of the HRIS ensuring accurate
timely and compliant data processes.
acts as the institutional subject‑matter expert on HR data
business process design and HR technology enablement within a post‑secondary context.
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 advocate for the end user
ensuring solutions align with real workforce and client needs.
and oversee pilots and proof‑of‑concepts
with a focus on iterative enhancement and operationalization.
Provide leadership for workforce analytics
and HR data structures supporting operational and strategic decision‑making.
Translate HR data into meaningful
decision‑ready insights for HR leadership
and external stakeholders.
Ensure reporting solutions are accurate
and aligned with evolving business requirements.
and consistency across HR systems and integrations.
Partner with ITS and Finance to support secure
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
user testing and systems thinking.
and oversee small project teams and projects.
Foster a collaborative
and continuous‑improvement culture within the team.
Collaborate with business partners
and development teams to create sustainable
Lead and facilitate advanced design activities such as design workshops
and iterative user testing.
Contribute as a member of the Human Resources leadership team to operational planning
and best‑practice evaluation.
How You'll Work.
Team & Collaboration
Working in close collaboration with internal partners - including Information Technology Systems and Finance; Leadership, communication and relationship‑building are critical to enabling collaboration across teams and successful adoption of technology solutions.; 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
Communication Scope
communication
Process & Methodology
Lead, assign work to, and oversee small project teams and projects.
Full Job Description
## Description 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: 10:00AM on Tuesday, May 19th, 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. ## Position Summary The Manager, HR Systems & People Analytics provides strategic and operational leadership for the institution’s Human Resources Information Systems (HRIS), workforce
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