HR Technology & Analytics Manager

At d-Matrix, we are focused on unleashing the potential of generative AI to power the transformation of technology. We are at the forefront of software and hardware innovation, pushing the boundaries of what is possible. Our culture is one of respect and collaboration.

We value humility and believe in direct communication. Our team is inclusive, and our differing perspectives allow for better solutions. We are seeking individuals passionate about tackling challenges and are driven by execution.  Ready to come find your playground? Together, we can help shape the endless possibilities of AI. 

Role Overview

d-Matrix is building the next generation of AI inference technology, and scaling that ambition requires an equally forward-looking approach to how we build and run our People function. We're looking for an HR Technology & Analytics Manager to own the technology, data, and workflow foundation across People Operations, Talent Acquisition, HR Business Partnership, payroll, benefits, performance, and compensation. This is a hands-on role for someone who pairs deep HR technology expertise with strong analytical capability and a genuine interest in how automation and AI can improve how People teams work. You'll serve as the primary owner of HR technology strategy and administration, people data governance, and process optimization — partnering closely with the CHRO, People Operations, HRBPs, Talent Acquisition, Finance, and IT to build reliable systems and a trusted source of People data. You'll also play a key role in People-related M&A diligence and integration.

What You Will Do

• Own and optimize the HR technology ecosystem — HRIS, talent acquisition, performance/talent management, benefits, retirement, and payroll-related integrations — including system configuration, data architecture, and permissions.

• Assess the current HR technology environment, build a forward-looking roadmap, and lead requirements gathering, RFPs, vendor evaluation, and implementation when new systems are needed.

• Map and redesign end-to-end People processes (recruiting-to-hire, onboarding, promotions, compensation changes, transfers, leaves, offboarding) to improve accuracy, speed, and the employee/manager experience.

• Identify manual or error-prone processes and implement automation and practical AI applications across People operations, reporting, and workflows.

• Establish data governance, controls, and recurring audit practices, translating data into insights and dashboards that support headcount, workforce, and organizational health decisions.

• Own data standards and be hands-on in the systems — entering, correcting, and reconciling data during cleanup, implementation, or high-priority issue resolution.

• Partner with People Operations and payroll providers to ensure accurate data flow into U.S. and international payroll, benefits, and retirement processes.

• Lead HR technology, data, and systems integration workstreams for M&A, including assessing acquired-company systems and building repeatable integration processes.

What You Will Bring

• 8+ years of progressive experience in HR technology, HRIS, People Operations, or People Analytics, with significant hands-on ownership of HR technology and employee data.

• Demonstrated experience owning multiple HR technology platforms and the integrations/data flows between them.

• Deep experience administering a major HRIS platform.

• Strong People Analytics capability, with the ability to move from raw data to meaningful business insights.

• Advanced Excel skills and strong overall data fluency.

• Experience designing and improving HR workflows, approval processes, and automation.

• Demonstrated ability to identify, investigate, and resolve complex data and systems issues.

• Strong project management, communication, and cross-functional partnership skills.

• Bachelor's degree or equivalent experience.

Preferred Qualifications

• Experience with ADP Workforce Now.

• Experience supporting People-related M&A diligence, data migration, or integration.

• Understanding of U.S. and international/global payroll, benefits, and retirement-plan data flows.

• Experience in a high-growth, global technology environment.

• Demonstrated experience applying AI and emerging technologies to improve HR processes and productivity.

Equal Opportunity Employment Policy

d-Matrix is proud to be an equal opportunity workplace and affirmative action employer. We’re committed to fostering an inclusive environment where everyone feels welcomed and empowered to do their best work. We hire the best talent for our teams, regardless of race, religion, color, age, disability, sex, gender identity, sexual orientation, ancestry, genetic information, marital status, national origin, political affiliation, or veteran status. Our focus is on hiring teammates with humble expertise, kindness, dedication and a willingness to embrace challenges and learn together every day.

d-Matrix does not accept resumes or candidate submissions from external agencies. We appreciate the interest and effort of recruitment firms, but we kindly request that individual interested in opportunities with d-Matrix apply directly through our official channels. This approach allows us to streamline our hiring processes and maintain a consistent and fair evaluation of al applicants. Thank you for your understanding and cooperation.