Job Duties/Qualifications, Skills and Abilities(QSA) Job Duties Job Duties Proudly sharing land located on Treaty 4 and Treaty 6 Territory and homeland of the Metis people, we serve more than 16, students at our campuses located in Moose Jaw, Prince Albert, Regina and Saskatoon.

Sask Polytech has more than 1, full-time equivalent positions serving students across our province.

The Manager, Human Resource Systems and Reporting provides leadership for HR technology, employee data, workforce reporting and analytics, and system-enabled HR operational services.

The role ensures that HR systems, integrations, data practices and service processes work together to support accurate administration, effective decision-making, and the delivery of high-quality employee and client services.

Using data as a key component of Saskatchewan Polytechnic’s operational and strategic workplace, the manager provides clear, meaningful and actionable workforce information to leaders and clients across the organization.

The role advances a culture in which reliable data, thoughtful analysis and human-centered service design are used to improve HR operations and inform decisions about attracting, developing, supporting and retaining Saskatchewan Polytechnic’s workforce.

Every piece of HR data represents a person contributing to the student’s learning journey, and this understanding is foundational to the role.

The manager is accountable for the strategic direction, governance, utilization and continuous improvement of Saskatchewan Polytechnic’s HR technology ecosystem.

This includes enterprise HR platforms, integrations, reporting environments, digital workflows and related vendor-supported solutions.

The role provides leadership on data governance, data quality, access, privacy, records management and responsible use of analytics and emerging technologies, including artificial intelligence.

The manager leads the design, delivery and continuous improvement of system-enabled employee lifecycle processes, HR operational services, and workforce reporting solutions.

Working in close partnership with Human Resources, Information Technology Services and Finance, the manager translates business needs into sustainable technology, data, reporting and process solutions that support organizational priorities and service excellence.

The role collaborates with institutional leaders and external partners to ensure solutions are practical, scalable and aligned with business requirements.

The manager balances strategic direction with operational accountability, ensuring systems, processes and service improvements are effectively governed, supported and sustained beyond implementation.

The manager is accountable to the Director, Human Resource Advisory Services and leads a team of seven team members (6.4 FTE) with responsibilities across employee data, employment administration, HR systems, reporting, analytics and system-enabled HR services.

The team includes an HR Analyst Team Lead, three HR Assistants and three HR Analysts.

The manager establishes portfolio direction, priorities, service standards, governance and resource allocation.

The manager partners with the Team Lead to leverage subject matter expertise, coordinate operational activities and support quality and service delivery, while maintaining responsibility for assigning and directing work, setting priorities, managing performance, and ensuring effective team outcomes, stakeholder service and risk management.

Analysts provide systems, data, reporting and specialized process expertise, while HR Assistants support accurate and timely employee lifecycle administration and client service.

The manager collaborates with HR managers, the HR leadership team and leaders across Saskatchewan Polytechnic to align HR systems, data and operational services with institutional priorities.

The role has regular interaction with management, employees, union and faculty association officials, vendors and external partners.

Travel may be required. QUALIFICATIONS, SKILLS, ABILITIES AND EXPERIENCE Specific Accountabilities 1. HR Technology Strategy and Systems Management Provide strategic leadership for Saskatchewan Polytechnic’s HR technology ecosystem, ensuring systems and digital services support institutional priorities, HR service delivery and employee experience.

Develop and maintain an HR technology roadmap that identifies priorities, dependencies, risks,



investment needs and opportunities for optimization.

Lead the implementation, integration, stabilization, optimization and ongoing governance of enterprise HR solutions and related digital workflows.

Translate HR and institutional requirements into sustainable system designs, business processes, controls and service models.

Provide portfolio leadership for system configuration, integrations, security roles, testing, release readiness, issue management and operational support, working in partnership with technical specialists and business owners.

Oversee relationships with technology vendors, implementation partners and consultants, including scope, deliverables, risks, issue escalation and knowledge transfer.

Evaluate emerging HR technologies and capabilities, including automation and artificial intelligence, and recommend responsible, practical applications. 2. HR Data Governance, Stewardship and Risk Establish and lead an HR data governance framework that defines data ownership, stewardship, standards, decision rights and accountability.

Develop and maintain common definitions for key workforce measures and ensure consistent use of authoritative data sources across HR reporting and analytics.

Lead data quality practices, including monitoring, validation, reconciliation, issue resolution and preventative controls across integrated HR systems.

Ensure HR data collection, retention, access, reporting and use align with privacy, security, records management, collective agreement, legislative and institutional requirements.

Establish guardrails for responsible use of HR data in analytics, automation and artificial intelligence, balancing innovation with privacy, transparency, fairness and risk.

Provide leadership in resolving complex data ownership, definition, access and cross-system alignment issues. 3.

Workforce Reporting and People Analytics Lead the development and maturation of Saskatchewan Polytechnic’s workforce reporting and people analytics framework.

Ensure leaders have access to reliable operational reporting, workforce metrics, dashboards and analytical insights that support planning and decision-making.

Guide the development of measures related to workforce composition, headcount, FTE, recruitment, retention, employment activity, leave and other organizational priorities.

Move the portfolio beyond report production by supporting interpretation, trend identification, scenario analysis and clear communication of workforce insights.

Establish reporting standards, quality assurance practices, access rules and publication controls to improve trust, consistency and appropriate use of HR information.

Build capability within the team and across HR to understand, interpret and appropriately apply workforce data and analytics. 4. HR Operations and Service Delivery Lead operational HR service delivery functions related to employee data, employment administration, system-enabled employee lifecycle processes, reporting and client support.

Ensure employee lifecycle processes are clearly defined, appropriately controlled, consistently administered and supported across systems and teams.

Establish and monitor service standards, performance measures, workload indicators, quality controls and escalation pathways for the portfolio.

Promote transparent and seamless access to HR information and services for employees, managers and HR partners.

Identify recurring service issues, process gaps and manual workarounds, and lead sustainable improvements that reduce risk, duplication and unnecessary effort.

Ensure operational changes consider downstream impacts across HR, payroll, finance, technology, records and institutional reporting. 5.

Transformation, Change and Continuous Improvement Lead business process redesign and service modernization initiatives that improve effectiveness, consistency, usability and sustainability.

Provide leadership for change readiness, stakeholder engagement, testing, training, communications,



adoption and post-implementation stabilization for HR technology and process changes.

Ensure project and implementation decisions transition into clear operational ownership, documentation, support models and governance.

Use feedback, service data, system performance and operational experience to prioritize continuous improvement.

Create an environment where team members and partners can identify problems, test improvements and contribute to practical innovation. 6.

Relationship and Stakeholder Management Build collaborative, solution-oriented relationships across HR and with Information Technology Services, Finance, institutional leaders, employees, bargaining partners, vendors and external service providers.

Engage stakeholders to understand business needs, service impacts and strategic priorities, and translate them into clear portfolio priorities and solutions.

Facilitate decisions where system, data, process, policy and service requirements intersect, ensuring risks, dependencies and accountabilities are understood.

Communicate complex systems, data and process matters in clear language appropriate to technical and non-technical audiences.

Represent the portfolio on institutional committees, working groups and strategic initiatives as required. 7.

People Leadership Create a positive, diverse, inclusive and accountable work environment that supports employee well-being, growth and effective service delivery.

Provide clear direction on team purpose, roles, decision rights, priorities and expected outcomes.

Lead team accountability for performance, capacity, development and results.

Where able use influence and mentorship to develop independence and critical thinking of the team to manage issues that arise with own discretion and competence.

Develop team capability in systems, employee lifecycle processes, data governance, analytics, client service, problem-solving and change.

Plan workforce capacity and succession, assign resources to priorities and address workload or capability gaps.

Apply Saskatchewan Polytechnic’s people management policies and practices in recruitment, selection, onboarding, coaching, development, performance management and employee relations. 8.

Strategic Planning, Performance and Resource Management Develop and implement portfolio plans aligned with HR and institutional strategy, with clear priorities, outcomes, measures and accountabilities.

Advise the Director, Human Resource Advisory Services and HR leadership team on HR technology, data, analytics, operational service delivery, risk and investment priorities.

Establish key performance indicators and service measures for the portfolio and report on progress, risks, capacity and outcomes.

Manage assigned operating, technology, vendor and reporting budgets and support business cases for required investment.

Monitor external trends and leading practices in HR technology, people analytics, data governance and digital service delivery, and assess their relevance to Saskatchewan Polytechnic.

Duties Required Qualifications, Skills and Abilities (QSA) A relevant post-secondary degree combined with additional training in human resources and a minimum of five years of HR analytics related experience.

An equivalent combination of education and experience may be considered.

Experience leading a team and demonstrated knowledge of progressive human resources practices/processes is required.

Exposure to a variety of HRIS platforms and reporting/statistical analysis tools and experience with data collection (qualitative and quantitative) would be valued.

Desired QSA Required Competencies Builds Leadership & Culture Brings authenticity, emotional intelligence and accountability to develop leadership effectiveness in individuals, teams and our culture.

Cultivates Strong Relationships Builds solid and trusting internal and external relationships and brings a stakeholder and learner- centric mind set and focus to all elements of the organization.

Drives Operational Excellence Leverages business insight, financial acumen, and operational rigor to maximize productivity and build long-term, sustainable success.

Inspires Courage & Innovation Models and enables creative thinking, curiosity, and calculated risk taking to create new solutions and enable transformative change.

Leads Transformation Anticipates emerging trends and creates opportunities that shape and transform the organization and the polytechnic sector in Canada.

📌 Manager, Human Resource Systems and Reporting (Saskatchewan)
🏢 Saskatchewan Polytechnic
📍 Saskatchewan