Director, HR Technology & People Analytics

 

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As passionate about our people as we are about our mission.

What We’re All About:

Q2 is proud of delivering our mobile banking platform and technology solutions, globally, to more than 22 million end users across our 1,300 financial institutions and fintech clients. At Q2, our mission is simple: Build strong, diverse communities by strengthening their financial institutions. We accomplish that by investing in the communities where both our customers and employees serve and live.

What Makes Q2 Special?

Being as passionate about our people as we are about our mission. We celebrate our employees in many ways, including our “Circle of Awesomeness” award ceremony and day of employee celebration among others! We invest in the growth and development of our team members through ongoing learning opportunities, mentorship programs, internal mobility, and meaningful leadership relationships. We also know that nothing builds trust and collaboration like having fun. We hold an annual Dodgeball for Charity event at our Q2 Stadium in Austin, inviting other local companies to play, and community organizations we support to raise money and awareness together.

The Job At-A-Glance:
The Director, HR Technology & People Analytics plans and directs the establishment and ongoing administration of Human Resources Information Systems (HRIS) to support short- and long-range Human Resources goals. They are responsible for developing the organizational strategy for HR technology and people data, including data governance, tools, technology acquisitions, and team development, to support data-driven decision making throughout the organization. This position oversees the specification, development, and implementation of new or redesigned systems, reports, and policies and procedures for internal use. The Director, HR Technology & People Analytics manages relationships with software and hardware vendors and ensures the development of proper training and documentation for system use and maintenance. The position often consults with other divisions or department management in developing company-wide use of HRIS salary planning and reporting functions.

A Typical Day:

• Leads the administration of enterprise-wide HR technology platforms and corresponding vendor relationships.
• Selects, develops, and evaluates personnel to ensure the efficient operation of the function.
• Evaluates and establishes strategic plans and objectives for the future growth of HR technologies.
• Translates business segment strategy into functional plans and guides execution.
• Participates in corporate development of methods, techniques, and evaluation criteria for projects, programs, and people.
• Ensures budgets and schedules meet corporate requirements.
• Makes final decisions on implementation and ensures operational effectiveness.
• Effectively cascades functional strategy and contributes to development of organizational policies.
• Accountable for actions that impact function or multiple department budgets.
• Works on complex issues where problems are not clearly defined and where fundamental principles do not fully apply.
• Manages a team of HRIS Analysts responsible for the development, implementation, and maintenance of the Workday HCM platform associated with the collection, retrieval, accessibility, and usage of employee information.
• Manages a team responsible for conducting HR analytics to identify trends, insights, and opportunities to optimize corporate programs and processes.
• Supports in the establishment of data tables, structures, files, interface requirements, and data integrity protocols for ongoing administration.
• Provides mentorship, guidance, and feedback to team members, fostering a culture of continuous learning and development.
• Collaborates with cross-functional teams to leverage HR analytics and insights to inform decision-making.

Bring Your Passion, Do What You Love. Here's What We're Looking For:

• Typically requires a Bachelor’s degree and a minimum of 12 years of related experience; or an advanced degree with 8+ years of experience; or equivalent relevant work experience.
• Typically requires 5-7 years managing and developing employees.
• Experience with Enterprise HRIS systems; Workday experience strongly desired but not required.
• Strong project management and team leadership skills.
• Excellent communication and interpersonal skills.
• Ability to work effectively in a fast-paced, dynamic environment.
• Reporting Structure: This position reports to the Vice President, Compensation, HR Technology & People Analytics

#LI-BW1

Applicants must be authorized to work for any employer in the U.S. We are unable to sponsor or take over sponsorship of an employment Visa at this time.

Q2’s compensation reflects the cost of labor across a variety of U.S. geographic markets, and we pay based upon the applicant’s geographic location as well as job-related knowledge, skills and experience.

For New York state (outside New York City), Washington state (outside Seattle), California (outside the San Francisco Bay Area), and Colorado-based roles, the anticipated base salary range for this position is $148,800.00-$186,000.00

Your recruiter can share more about the specific salary range for the applicant’s actual geographic location during the hiring process. Salary ranges for Sales positions are expressed as total target compensation (TTC = base + commission). A variable bonus and/or restricted stock unit grant may be provided as part of the compensation package in addition to a range of medical, financial, and/or other benefits, dependent on the position offered.

Health & Wellness

• Hybrid & Remote Work Opportunities
• Flexible Time Off
• Career Development & Mentoring Opportunities
• Generous Retirement Benefit Plans, including a company-matching HSA program.
• Health & Wellness Benefits, including a 12-weeks of parental leave for eligible new parents
• Community Volunteering & Company Philanthropy Programs
• Employee Peer Recognition Programs – “You Earned it”

Click

here

to find out more about the benefits we offer.

How We Give Back to the Community:

You can learn more about our Q2 Spark Program, Q2 Philanthropy fund, and our employee volunteering programs on our

Q2 Community page

. Q2 supports dozens of wide-reaching organizations, such as the

African American Leadership Institute

,

Ladders for Leaders

, and

The Trevor Project

, promoting diversity and success in leadership and technology. Other deserving beneficiaries include

Resource Center

helping LGBTQ communities,

JDRF

, and

Homes for our Troops

, a group helping veterans rebuild their lives with specially adapted homes.

At Q2, our goal is to be a diverse and inclusive workforce that fosters mutual respect for our employees and the communities we serve. Q2 is an equal opportunity employer and does not discriminate on the basis of race, national origin, gender, gender identity, sexual orientation, protected veteran status, disability, age, or other legally protected status.

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