New 
Sr HR Systems & Analytics Specialist
 American Greetings Corporation | |
 United States, Ohio, Westlake | |
 Feb 26, 2026 | |
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As this is a hybrid role working out of our Creative Studios in Westlake, Ohio, we will focus on candidates who currently reside in Northeast Ohio.
We are seeking a highly analytical and solutions-oriented Sr. HR Systems & Analytics Specialist to serve as the functional owner and senior escalation point for our HR systems and workforce data environment. This role sits at the intersection of HR, technology, and analytics - ensuring system functionality, data integrity, and reporting outputs consistently align with business intent and compliance standards. The ideal candidate thrives in complex system landscapes, exercises strong independent judgment within established governance frameworks, and brings a deep commitment to data accuracy, process discipline, and continuous improvement. In this role, you will partner closely with HR, Compensation, IT, Finance, and external vendors to validate functional design, resolve cross-system issues, and transform workforce data into reliable insights that support planning, decision-making, and risk mitigation. Beyond operational oversight, this position plays a key role in strengthening system resilience, improving reporting quality, and driving automation and AI-enabled efficiencies across the HR systems landscape. If you are energized by solving complex problems, improving processes, and translating data into meaningful business impact, we invite you to apply. Essential Duties and Responsibilities: HR Functional Ownership & Process Improvement * Serve as functional owner and escalation point for HR systems, ensuring data integrity, system accuracy, and timely issue resolution. * Provide leadership and oversight for HR systems administration, ensuring day-to-day processing is completed accurately and timely; serve as backup support for critical transactions and workflows as needed. * Partner with HR, IT, and vendors to resolve complex system issues, validate enhancements, and support testing and implementation. * Maintain governance over HR data, controls, compliance, and reporting accuracy. * Translate business requirements into effective system solutions and document processes to support operational continuity. Data, Analytics, & Compensation Support * Develop and maintain workforce dashboards, analytics, and recurring reports to support business and HR decision-making. * Convert data into actionable insights that inform workforce planning and risk mitigation. * Strengthen data governance through reconciliations, audits, and validation processes. * Support compensation cycles (merit and incentive planning) through data preparation, analysis, and issue resolution. * Reconcile workforce and benefits data to budget and financial reporting outputs, investigate discrepancies, and strengthen alignment between HR operational data and Finance reporting processes. * Provide backup assistance with job evaluation processes as volume increases, ensuring consistency, documentation, and data integrity. Automation, AI, and Continuous Improvement * Leverage AI-enabled tools and automation platforms to accelerate documentation, enhance troubleshooting resources, and develop repeatable analytical templates while maintaining data privacy and governance standards. * Continually identify and implement automation and process improvements that reduce manual effort, improve data accuracy, and strengthen internal controls. * Develop practical validation routines, dashboards, checklists, or monitoring tools that increase scalability, resilience, and transparency across HR systems and reporting processes. Project & Initiative Support * Participate in HR technology, analytics, or compensation-related projects, ensuring alignment with business needs. * Support change management, testing, and adoption activities associated with system or process enhancements. * Support knowledge transfer and cross-training during projects and system changes by sharing best practices, documentation, and system insights with HR partners and peers. | |