Mineralys Therapeutics - Associate Director, HR Technology & Analytics
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Requirements
• Bachelor’s degree in Human Resources, Business Administration, Information Systems, or a related field. • 6–8+ years of progressive HR technology and/or HRIS experience, with demonstrated growth in scope and responsibility. • Workday certification(s) or equivalent platform certification preferred. • Hands-on experience leading HR system implementations and post-implementation optimization in a production environment. • Demonstrated experience managing HR technology vendors, contracts, and service delivery. • Strong HR analytics foundation, including experience designing dashboards, defining metrics, and translating data into business insights. • Experience with BI and data visualization tools such as Power BI, Tableau, Workday Prism Analytics, or similar platforms preferred • Working knowledge of HR data governance, data integrity practices, and reporting consistency standards. • Experience partnering with IT on enterprise application integrations, security, and data architecture. • Excellent communication and stakeholder management skills, with the ability to influence without direct authority. • Proven ability to manage multiple concurrent initiatives in a fast-paced environment with evolving priorities. • Experience in a biotech, pharma, or life sciences environment preferred • Comfort operating in a lean, growth-stage organization • Hands-on experience with Workday HCM (HCM, Recruiting, Compensation, Benefits, Performance, People Analytics, Time, Payroll). • Experience applying advanced analytics approaches to workforce data is preferred. • Familiarity with GDPR and other data privacy regulations as they apply to HR data. • Project Management certification (PMP) or equivalent experience leading structured implementations. • Master’s degree or HR professional certification (PHR, SPHR, SHRM-CP, SHRM-SCP, or HRIP). • Travel • This position requires up to 15% travel. Frequently travel is outside the local area and overnight. • This position is eligible for standard Company benefits including medical, dental, vision, time off and 401K, as well as participating in Mineralys incentive plans are contingent on achievement of personal and company performance. Actual compensation may vary from posted hiring range based on geographic location, work experience, education, and/or skill level.
Responsibilities
• HR Technology Strategy & Roadmap • Partner with the VP, HR Operations & Analytics and HR leadership to help shape and evolve the HR technology strategy, ensuring systems and tools align with organizational growth and HR priorities. • Support the development and maintenance of the HR technology roadmap, evaluating emerging tools, platforms, and capabilities against business needs. • Lead research, requirements gathering, and business case development for HR technology investments; present recommendations and options to senior stakeholders. • Stay current on HR technology trends, innovations, and market developments to identify opportunities to enhance capabilities and improve user experience. • HR Systems Implementation & Administration • Lead the implementation, configuration, and ongoing administration of Mineralys’ HR systems, ensuring platforms are optimized, scalable, and operationally reliable. • Manage end-to-end HR technology projects including system implementations, integrations, upgrades, and enhancements, serving as project lead from requirements through go-live and stabilization. • Oversee system releases, testing cycles, issue resolution, and feature adoption across update cycles. • Ensure HR systems effectively support the employee lifecycle including recruiting, onboarding, compensation, benefits, performance management, learning, and offboarding. • Partner with IT to manage integrations, data architecture, access governance, security, and compliance across HR systems. • Maintain comprehensive documentation of system configurations, workflows, business processes, and support materials. • Support compliance with applicable regulatory, privacy, and data protection requirements across HR systems. • Vendor Management • Vendor Management • Serve as the primary point of contact and relationship manager for HR technology vendors and third-party service providers. • Manage vendor contracts, SLAs, renewal cycles, and performance expectations; escalate and resolve issues effectively. • Evaluate vendor roadmaps and advocate for Mineralys’ needs in product development conversations. • Coordinate vendor-driven upgrades, enhancements, and new module rollouts in alignment with internal priorities. • HR Analytics & Workforce Insights • Support the continued development of Mineralys’ HR analytics capabilities, strengthening foundational reporting, dashboarding, and insight generation. • Own recurring reporting cadences (monthly dashboards, quarterly workforce reviews) and respond to ad hoc analytical requests with clear, data-driven narratives. • Collect, model, interpret people data to identify trends and insights across talent acquisition, retention, engagement, compensation equity, diversity, and organizational effectiveness, and surface actionable recommendations for HR business partners and senior leadership. • Define and standardize HR metrics and KPIs, including data definitions, calculation standards, and reporting consistency across the organization. • Partner with HR Business Partners, COEs, and business leaders to understand priority analytical questions and build scalable, repeatable reporting solutions. • Partner with IT to build cross-functional reporting tools and support a data governance framework for people data, including standards for data integrity, access, and security. • Stakeholder Partnership & Change Management • Partner closely with HR leadership and cross-functional stakeholders on HR technology and analytics priorities. • Translate complex system capabilities and data into clear, practical insights and recommendations for non-technical audiences. • Lead change management activities associated with system implementations and enhancements, including communications, training, and adoption measurement. • Promote data literacy and continuous improvement across the HR organization.
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