Manager, HR Technology & People Analytics

Who We Are:

At Arterra Wines Canada, we aim to inspire the simple joys of life, and we come to work every day with a shared passion to build wine brands people love. As a pioneer in the Canadian wine industry with 150 years of experience, our success is driven by our people. We work together with integrity and pride, striving to reach our fullest potential every day, and we're looking for people who do the same.

We are undergoing a pivotal transformation, actively in search of dynamic individuals poised to make a substantial impact within our ever-evolving organization. One of our most significant initiatives is the modernization of our people technology ecosystem, including the transition from Workday to Dayforce. This transformation will redefine how we manage employee data, workforce insights and people processes across our business.

If you're energized by the opportunity to lead change, influence strategy and play a key role in shaping the future of HR technology, we'd love to hear from you.

Role Summary

The Manager, HR Technology & People Analytics is responsible for leading Arterra's HR technology strategy, people analytics function and HR systems roadmap. Reporting to the Director, Total Rewards, HR Technology & People Analytics, this role will play a critical leadership role in one of the organization's most significant People & Culture transformation initiatives: the transition from Workday to Dayforce.

This position offers a rare opportunity to influence the future state of HR technology at Arterra. The successful candidate will lead the ongoing support and optimization of Workday while helping design, implement and operationalize our future Dayforce environment. Working in partnership with HR, Payroll, Finance, IT and business leaders, this individual will ensure our HR technology ecosystem delivers a modern, scalable and data-driven employee experience.

In addition to HR technology leadership, the Manager will oversee workforce reporting and people insights that support operational and strategic decision-making. This role combines HRIS expertise, technology leadership and change management in an environment where innovation, continuous improvement and business impact are highly valued.

Key Responsibilities

HR Technology Strategy & Transformation

• Lead the administration, optimization, governance and ongoing enhancement of the organization's HR technology platforms, including Workday and future Dayforce solutions.
• Act as the HR technology subject matter expert, providing strategic recommendations regarding system capabilities, improvements, integrations and best practices.
• Play a leadership role in the transition from Workday to Dayforce, partnering with stakeholders across HR, Payroll, Finance, IT and external vendors to support implementation and change management activities.
• Manage HR technology projects and initiatives from planning through execution, ensuring timelines, deliverables and business requirements are achieved.
• Identify opportunities to streamline, automate and improve HR processes through technology solutions.
• Develop and maintain HR system governance, security, data management and reporting standards.
• Partner with IT and vendors to manage system upgrades, testing, integrations, troubleshooting and issue resolution.
• Ensure HR systems are configured and maintained to support evolving business needs, regulatory requirements and organizational policies.
• Lead user acceptance testing (UAT), system audits and validation activities to ensure quality and accuracy.
• Develop and execute HR technology roadmaps that align with organizational priorities and broader People & Culture strategies.

Workforce Reporting & Insights

• Maintain and enhance HR dashboards, scorecards and workforce reporting for HR leadership, executives and business leaders.
• Provide workforce data and reporting that support decision-making across talent, operations and business priorities.
• Analyze key workforce metrics including turnover, retention, absenteeism, engagement, headcount, diversity, recruitment and compensation trends.
• Translate workforce data into clear and actionable insights for stakeholders.
• Support workforce planning, organizational design and talent initiatives through reporting and analysis.
• Establish reporting standards and ensure consistent measurement and interpretation of HR metrics across the organization.
• Partner with Finance and business leaders to support headcount planning, budgeting and forecasting activities.
• Ensure accuracy, integrity and consistency of people data across systems and reporting platforms.
• Identify opportunities to improve reporting processes, data accessibility and decision support capabilities.

HR Systems Operations & Stakeholder Partnership

• Lead and develop the HR Technology & People Analytics team, fostering a culture of continuous improvement, accountability and customer service.
• Serve as the primary escalation point for complex HR systems issues and inquiries.
• Partner closely with HR Centres of Excellence, Payroll, Finance and business leaders to understand requirements and develop solutions that improve the employee and manager experience.
• Develop and maintain HR technology policies, procedures, documentation and training materials.
• Oversee system security roles, workflow governance and compliance requirements.
• Deliver training and education to HR, managers and employees on HR technology tools and reporting capabilities.
• Monitor system adoption and user experience, recommending improvements to increase efficiency and utilization.
• Manage relationships with external vendors, consultants and implementation partners.
• Ensure compliance with privacy legislation, data protection standards and internal governance requirements.
• Stay current on emerging HR technology trends, industry best practices and innovative analytics solutions.

Why Join Us

• Lead a high-profile enterprise HR technology transformation from Workday to Dayforce.
• Influence the future of People & Culture technology and employee processes across a national organization.
• Partner directly with senior leaders to support strategic, data-informed decision making.
• Drive modernization, automation and continuous improvement across critical HR systems.
• Join a collaborative team committed to innovation, continuous improvement and business transformation.

What You Bring:

• University degree in Human Resources, Business Administration, Information Systems, Analytics or a related field.
• 7+ years of progressive experience in HR technology, HRIS, people analytics, HR operations or related disciplines.
• Demonstrated experience serving as a lead administrator or functional expert for a major HRIS platform, preferably Workday, Dayforce or similar enterprise solutions.
• Experience leading HR technology implementations, upgrades, system transformations or major optimization initiatives.
• Strong understanding of HR processes and programs, including recruitment, onboarding, compensation, performance management, talent management, payroll and employee lifecycle transactions.
• Demonstrated experience building dashboards, workforce reporting and people analytics solutions that influence business decisions.
• Strong project management skills, with the ability to manage multiple priorities and stakeholders simultaneously.
• Advanced analytical and problem-solving capabilities, with strong attention to detail and data accuracy.
• Experience managing HR system integrations, testing, security roles and data governance processes.
• Strong ability to translate business requirements into technical solutions and explain technical concepts to non-technical audiences.
• Excellent communication, relationship-building and stakeholder management skills.
• Demonstrated experience leading change management initiatives and supporting organizational transformation.
• Advanced proficiency in Microsoft Excel and reporting tools; experience with Power BI is considered a strong asset.
• Experience working in complex, multi-site or manufacturing environments is considered an asset.
• CHRP, CHRL, PMP, Workday, Dayforce or related certifications are considered an asset.

Compensation: Budgeted Range – $97,301 - $133,789. The budgeted range takes into account several factors and qualifications that are considered in making compensation decisions including experience, education, training, licenses, certifications, and other business and organizational requirements. Base pay is only one component of the total rewards offering at Arterra.

The budgeted range will align with qualifications, including experience, education, training, licenses, certifications, and other business and organizational requirements.

We are committed to establishing a qualified workforce that reflects the diverse population it serves and we encourage applications from all qualified individuals. We are also committed to preventing and removing barriers to employment for people with disabilities, and we invite you to inform us should you have any accessibility or accommodation needs.