From McKinney's posting. “We” and “our” refer to the employer.
The Vision
To architect a technology-forward, data-driven People function that treats the Cheil Agency Network (CAN’s) talent as a measurable, high-ROI asset. This role bridges the gap between the CPO’s vision, the CFO’s financial requirements, and the CAN Technology Strategy, ensuring that every agency has the People systems, data, and integrated support to scale.
I. Technology Strategy & Enterprise Integration
Tech Leadership Partnership:
Partner directly with the CAN Technology Leader and agency-level tech teams to align People technology roadmaps with broader enterprise IT strategies.
Systems Integration:
Lead the strategy and execution for integrating People systems (ADP, Employee Navigator, Lattice, ATS, Compliance) with enterprise tools (e.g., collaboration platforms, SSO, project management tools).
Security & Governance:
Collaborate with Tech teams to ensure all People data systems meet CAN security standards and data privacy regulations.
AI-First Enablement:
Lead the evaluation and deployment of GenAI-powered People tools (e.g., policy Q&A assistants, manager co-pilots, automated workflows) in partnership with CAN Technology to drive self-service and scale across agencies.
Innovation Scouting:
Jointly evaluate emerging technologies (AI co-pilots, automated workflows, predictive analytics tools) with Tech leaders to determine scalability across all CAN agencies.
II. Future-Forward People Analytics
Data Architecture:
Maintain and evolve the CAN People Data Model to standardize titles, levels, and compensation structures across all agencies for clean, AI-ready data.
Decision Systems:
Move from static reporting to predictive modeling (e.g., attrition risk, skills-based planning, and Future of Work scenario modeling).
AI & Predictive Insights:
Leverage AI and predictive analytics to surface early-warning signals (e.g., attrition risk, skills gaps) and to extract insights from unstructured data such as survey comments and performance feedback.
Reporting & Insights:
Deliver high-urgency analytics on headcount, turnover, and talent ROI to the CPO, CFO, and Agency People Leaders.
III. Agency Partnership & Enablement
Strategic Consultant:
Act as the Tier 2 expert and advisor for Agency People Leaders on complex systems, benefits, and employee relations escalations.
Resource Curation:
Maintain the CORE Handbook and a centralized digital library of templates, job banks, and compliance checklists for agency use.
Collaborative Leadership:
Lead cross-agency working groups (Agency People Leaders and Executive Admins) to solve shared People systems/optimization friction points.
Onboarding & Training:
Standardize the onboarding for new Agency People Leaders to ensure consistency in the CAN way of People administration.
IV. Financial Intelligence & Partnership with Finance
Workforce Cost Modeling:
Partner with the CPO, CFO, and Agency People Leaders to integrate people data into annual budgeting and talent cost forecasting (salary, tax, and benefits).
Monthly Financial Pack:
Produce automated headcount reconciliations, benefits liability tracking, and associated budget variance analysis for Agency People Leaders and Finance.
Benefits Financials:
Lead the financial interface with Gallagher; model the ROI of plan designs and project cost impacts for Open Enrollment and on a monthly basis once benefits convert to a self-funded benefits plan.
Audit & Compliance: Maintain accurate employee records for classifications and immigration compliance.
V. Strategic Employee Relations & Policy
Employee Relations Escalation #2: Serve as a high-touch, non-biased subject matter expert for personnel matters; conduct fact-finding and provide counsel on sensitive cases.
Policy Architecture: Draft and evolve CAN-wide practices; ensure fact-based and time-based clarity in all CAN communications.
Confidentiality: Handle the most sensitive personnel and financial data with absolute discretion and a controlled sense of urgency.
VI. Leadership & Team Management
Strategic Oversight: Provide high-level direction and mentorship to the People Operations function, ensuring all initiatives align with the CPO's long-term roadmap.
Manager, People Systems & Optimization: Manage and coach a high-capability, individual-contributor-skewed lead who owns complex project execution, analytics support, optimization of administrative processes, and the integrity of core People systems (ADP, Employee Navigator, and related tools).
AI Automation Mandate: Partner with the Manager, People Systems & Optimization to use AI-driven automation (e.g., AI-assisted auditing, automated reporting, and co-pilots embedded in core tools) to reduce manual administrative work across CAN agencies.
Qualifications
4+ years in HR, People Operations, or People Analytics, including work in multi-entity or matrixed organizations (holding company or agency experience a plus).
3+ years owning or heavily influencing HR technology/HRIS, with strong hands-on experience in ADP and familiarity with Employee Navigator or similar benefits platforms.
Demonstrated experience partnering with senior leaders (CPO/CHRO, CFO, Technology/IT leaders) on cross-functional, data-driven initiatives.
Proven track record leading complex projects (system implementations, data migrations, org changes, and major policy/benefits rollouts).
Meaningful experience using people data to build dashboards, scorecards, and executive-ready insights (not just running reports).
Technical & Analytics Skills
Advanced Excel/Google Sheets skills (pivot tables, lookups, complex formulas); experience with one BI/visualization tool (e.g., Tableau, Looker) strongly preferred.
Strong HR systems mindset: understands data models, integrations, SSO, security, and how HR data flows across systems; comfortable partnering with Technology/IT on integrations and governance.
Ability to translate ambiguous questions into clear metrics, repeatable reporting, and decision-ready insights.
Working knowledge of SQL (or strong aptitude to learn); able to query, validate, and interpret data directly from HRIS or connected data sources.
Financial & Business Acumen
Solid understanding of how headcount, compensation, and benefits flow into budgets and the P&L.
Experience supporting labor cost forecasting and budget vs. actual analysis with Finance.
Comfortable discussing ROI on People programs and benefits design decisions with senior stakeholders.
People / Employee Relations / Policy Skills
Experience handling sensitive employee relations escalations with sound judgment, neutrality, and discretion.
Experience contributing to or owning policies, handbooks, and People playbooks, ideally across multiple business units or agencies.
Strong communication and change management skills; able to explain complex systems or policy changes clearly to non-experts.
Leadership & Collaboration
Experience managing at least one high-capability individual contributor (HRIS, People Ops, or Analytics).
Proven ability to influence without authority across agencies or business units and build trusted partnerships with both People and Technology leaders.
Comfortable operating in a builder/architect mode in a growing, evolving environment.
Education
Bachelor's degree in Human Resources, Business, Data/Analytics, Information Systems, or a related field required.
Master's degree and/or HR certifications (e.g., SHRM-CP/SCP, PHR/SPHR) are a plus but not required.
Compensation
Salary Range
Our estimated range for this role is $130k - $150k
Compensation packages are based on the skill level and experience each candidate brings to their role.
Right To Work In The US
You must be authorized to work in the US for any employer. At this time, we are not sponsoring or providing assistance with obtaining work authorization. We are in the office Tuesday/Wednesday/Thursday on a hybrid schedule. We look forward to meeting you!
About this listing
LAYIQ is an independent job-discovery service. This listing does not imply a partnership with or endorsement by the employer. Review the original posting for current details and availability.
