Manager, HR Projects & Talent Analytics

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Job Description:

No agency or third-party candidates will be accepted for this role.

Position: Manager, HR Projects & Talent Analytics

Reports To: Sr. Manager, HR Strategy & Talent

Location: Mayodan, NC or other Ruger location (onsite preferred, remote possible for the right candidate)

Job Summary

The Manager, HR Projects & Talent Analytics plays a critical role in advancing the organization's People & Culture priorities through the execution of strategic initiatives, talent programs, organizational effectiveness and culture efforts, and enterprise-wide change initiatives. Partnering closely with HR and business leaders, this role translates strategic objectives into actionable plans, drives alignment across stakeholders, and leads the successful execution of HR projects that strengthen organizational performance and enhance the employee value proposition.

Operating with a high degree of independence, this role drives cross-functional projects and leverages workforce insights and analytics to inform decisions, measure impact, and identify opportunities for continuous improvement. The role supports projects and initiatives spanning talent management, performance management, total rewards, leadership and employee development, recruitment, onboarding, and employee engagement, while contributing to People & Culture programs that strengthen organizational capability, talent effectiveness, and the overall employee experience. This role is preferred to be onsite at one of Ruger's company locations; remote work may be considered for the right candidate.

Key Responsibilities

Strategy Deployment & Project Leadership

• Coordinate and drive execution of People & Culture projects and initiatives, ensuring alignment with organizational priorities, timelines, and desired outcomes.

• Partner with HR and business leaders to support the execution of project plans, milestones, deliverables, and measurable results in support of strategic goals.

• Track project progress, risks, dependencies, action items, and key performance indicators across multiple initiatives, escalating issues and recommending solutions as needed.

• Develop and maintain project documentation, stakeholder communications, executive updates, presentations, and implementation materials.

• Facilitate collaboration across HR, business teams, and other functions to ensure effective execution, adoption, and sustainment of People & Culture initiatives.

Talent Strategy & Organizational Effectiveness

• Support the design, implementation, and continuous improvement of People & Culture initiatives across talent management, performance management, total rewards, leadership and employee development, recruitment, onboarding, and employee engagement.

• Contribute to organizational effectiveness initiatives, including job architecture, career frameworks, compensation processes, workforce planning, and employee experience enhancements.

• Partner with HR leaders to identify opportunities to improve processes, increase consistency, and strengthen the employee value proposition.

• Gather and synthesize stakeholder feedback, business needs, and workforce insights to recommend enhancements to programs, processes, and tools.

• Help develop scalable approaches, resources, and practices that strengthen organizational capability and support achievement of business objectives.

Talent Analytics & Insights

• Collect, analyze, and synthesize HR and talent data from multiple sources (HRIS, surveys, spreadsheets, and stakeholder inputs)

• Develop and maintain dashboards, reports, and visualizations that provide clear visibility into key people metrics (e.g., hiring, turnover, engagement, performance, internal mobility, development)

• Translate data into clear, actionable insights and coach HR stakeholders on how to apply findings in talent-related conversations and decisions

• Identify patterns, trends, and potential risks and opportunities, and communicate findings in a clear, concise, and business-relevant way

• Continuously improve reporting approaches and dashboards to enhance usability, clarity, and impact

• Ensure data integrity and accuracy and maintain confidentiality by handling employee information with care and appropriate judgment 

Required Qualifications

• Bachelor’s degree in Human Resources, Business, Psychology, Communications, Data Analytics, or a related field; equivalent experience may be considered. Master's degree preferred.

• Minimum 4 years of professional experience in HR, Talent Management, or HR/Talent Data Analytics

• Ability to manage and execute multiple priorities with a strong attention to detail

• Experience working with HR data and building reports

• Experience using Microsoft Excel and PowerPoint; exposure to reporting tools or HR systems, specifically Workday and ADP, is highly preferred.

• Strong analytical and critical thinking skills with the ability to interpret data and connect it to business outcomes

• Strong communication skills, with the ability to present insights in a clear and compelling way to non-technical audiences

• Solid understanding of core HR processes and talent programs 

Preferred Qualifications

• Experience supporting talent processes (e.g., performance, succession, development, engagement, and/or retention initiatives)

• Experience creating dashboards, summaries, or presentation materials for HR or business leaders (experience using tools like PowerBI, Tableau, or similar is a plus)

• Project management experience or training; HR certification or professional development is a plus

• Interest in using people information to support better talent decisions and employee experiences 

Core Competencies

• Ability to translate data into insight, action, and practical solutions

• Analytical curiosity and problem solving

• Attention to detail and accuracy

• Clear and compelling communication

• Project ownership and execution

• Collaboration and stakeholder partnership

• Confidentiality and sound judgment

• Understanding of HR and talent processes; business acumen

• Adaptability and continuous improvement mindset

Additional Requirements

• Must be legally eligible to work in the United States for any employer without sponsorship now or in the future (i.e. must be a US person as defined in applicable export control laws).

• Successfully complete a pre-employment background check and drug screening

• Must be eligible to handle firearms per the Federal Firearms Act

Benefits:

• Competitive compensation package including competitive salary, profit sharing and bonus

• Heath benefits including medical, dental, and vision

• Life and Retirement benefits including 401k match, company 401k contribution, basic and supplemental life options, as well as short- and long-term disability plans

• Paid Time Off (PTO)

• Casual work environment

About the company:

Sturm, Ruger & Co., Inc. is one of the nation's leading manufacturers of rugged, reliable firearms for the commercial sporting market, all made in America. For over 75 years, Ruger has been a model of corporate and community responsibility. Our motto, "Arms Makers for Responsible Citizens®," echoes our commitment to these principles as we work hard to deliver quality and innovative firearms.  Ruger has remained a global leader in offering unparalleled service, innovative technology, and providing peace of mind to our users at every step.