Senior Director, HRIS

The Senior Director, HR Technology, is a pivotal leadership role that defines and executes a digital HR strategy aligned with business goals, driving the adoption of modern HR platforms and data-driven practices. This transformation-focused leader bridges the gap between cutting-edge HR technology and employee experience (EX), ensuring that digital solutions not only streamline HR processes but also enhance employee engagement and productivity with measurable business impact. This individual will serve as the primary architect and steward of our HR technology ecosystem, with a deep specialization in Workday. A key focus will be on strategically planning for the future, evaluating emerging technologies such as Artificial Intelligence (AI) to enhance HR capabilities, and leading complex HR technology implementations with robust project planning and change management methodologies.

Key Performance Indicators

Success in this role is measured by improvements in user adoption, process efficiency, workforce insights, and the simplicity and satisfaction of the HR systems experience for employees and managers. Some key KPIs are:

• Percentage of critical HR data fields with high accuracy (e.g., payroll data, employee demographics).

• Quantifiable improvements in HR process efficiency (e.g., reduced time for onboarding, benefits enrollment) directly attributed to Workday optimization.

• Overall health rating of the HR technology project portfolio (e.g., green/yellow/red status based on risk, scope, resources).

• Post-training assessment scores or demonstrated proficiency in new HR tech tools.

• HR Technology team's engagement scores from internal surveys.

• Quantifiable return on investment for major HR technology projects.

Principal Duties and Responsibilities

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below represent the knowledge, skill, and/or ability required. These include, but are not limited to, the following:

Strategic HR Technology Leadership & Roadmap:

• Develop and own a comprehensive HR digital transformation roadmap in alignment with the broader business and people strategy.

• Proactively research, evaluate, and recommend emerging HR technologies, particularly in the realm of Artificial Intelligence (AI), machine learning, and automation, for their potential to drive efficiency, enhance employee experience, and provide actionable insights.

• Lead the strategic planning and prioritization of all HR technology initiatives, ensuring optimal resource allocation and ROI.

• Act as a trusted advisor to HR and executive leadership on HR technology trends, opportunities, and risks.

Workday System Ownership & Optimization:

• Serve as the primary functional and strategic owner for the Workday Human Capital Management (HCM) system, including all core modules (e.g., Core HCM, Payroll, Benefits, Absence, Talent, Compensation, and Recruiting).

• Oversee the ongoing optimization, configuration, and maintenance of Workday, ensuring system integrity, data accuracy, and compliance.

• Drive continuous improvement initiatives within Workday to maximize its value and user adoption.

• Manage Workday release cycles, ensuring thorough testing, communication, and successful deployment of new features.

Project Planning & Execution:

• Lead the end-to-end project management for major HR technology initiatives, from conception and business case development to successful implementation and post-launch support.

• Partner with HR, IT, Finance and other business stakeholders to ensure strategic alignment and integration.

• Develop detailed project plans, define scope, manage budgets, oversee timelines, and allocate resources effectively.

• Ensure projects are delivered on time, within budget, and meet defined business requirements.

Change Management & Adoption:

• Develop and execute comprehensive change management strategies for all HR technology rollouts, minimizing disruption and maximizing user adoption.

• Partner with HR and business leaders to communicate changes, manage expectations, and build excitement for new technologies.

• Oversee the development and delivery of effective training programs for HR teams and end-users.

• Ensure system simplification and user-friendly experience.

• Establish metrics to measure change adoption and system utilization, driving continuous improvement.

Team Leadership & Development:

• Lead, mentor, and develop a high-performing team of HR Technology professionals.

• Foster a culture of continuous learning, innovation, and customer service within the HR Technology team.

• Manage vendor relationships, including contract negotiation, performance monitoring, and strategic partnership development.

Data Governance & Analytics:

• Champion HR data governance best practices, ensuring data quality, security, and privacy across all HR systems.

• Collaborate with HR Analytics and IT teams to leverage HR technology data for advanced reporting and predictive analytics, providing insights for workforce planning and strategic decision-making.

Required Experience

• Experience:

  • Minimum of 10+ years of progressive experience in HR Technology roles, with at least 5 years in a leadership or senior management capacity.

  • Deep expertise in HRIS, Global HR systems, and transformation

  • Demonstrated expert-level proficiency and hands-on experience with Workday HCM across multiple modules (e.g., Core HCM, Benefits, Payroll, Talent, Compensation, Recruiting). Experience with multiple Workday implementations or major module rollouts is highly desirable.

  • Proven track record of successfully leading large-scale HR technology projects from strategy to execution.

  • Extensive experience in developing and implementing change management strategies for technology adoption.

• Strategic & Technical Acumen:

  • Strong understanding of current and emerging HR technology trends, including AI, machine learning, automation, and predictive analytics, with a vision for their application in HR.

  • Strong understanding of cloud platforms, AI in HR, and digital architecture.

  • Ability to translate HR initiatives into business outcomes. Understand enterprise goals.

  • Ability to apply design thinking in HR experience strategies.

  • Solid understanding of HR processes across the employee lifecycle.

  • Proficiency in project management methodologies (e.g., Agile, Waterfall) and tools.

  • Strong data analysis skills with the ability to translate complex data into actionable insights.

• Leadership & Communication:

  • Strong ability to work cross-functionally, specifically with IT and Finance

  • Demonstrated cross-functional leadership and global operating experience.

  • Exceptional leadership and team-building skills, with a proven ability to motivate, develop, and manage a high-performing team.

  • Superior verbal and written communication skills, with the ability to articulate complex technical concepts to non-technical stakeholders and influence senior leadership.

  • Strong interpersonal skills and the ability to build effective relationships across all levels of the organization.

Required Leadership Traits and Characteristics

• Highly commercial and entrepreneurial with an attestable customer focus and growth mindset.

• Proactive, takes initiative and demonstrates excellent judgment in a dynamic, changing environment.

• Outstanding analytical and problem-solving abilities with a strong understanding of HR corporate strategies.

• Adapts quickly to change and shows enthusiasm and resourcefulness when tackling challenging assignments and requests.

• Excellent organizational and leadership skills with the ability to operate effectively both strategically and operationally as required.

• Outstanding communication skills with demonstrated ability to influence at all levels with a range of internal and external stakeholders including customers, colleagues, unions, investors, analysts, regulators, government bodies, and suppliers as required.

• High levels of drive, work ethic, and personal accountability with the ability to work under pressure while maintaining sound judgment and a rigorous focus on the details.

Formal Education, Qualifications, or Training

• Bachelor's degree in Human Resources, Information Technology, Business Administration, Computer Science, or a related field.

Preferred Qualifications:

• Workday certifications (e.g., Workday HCM, Integrations, specific module certifications).

• Experience with other HR technologies beyond Workday (e.g., Applicant Tracking Systems, Learning Management Systems, Compensation tools).

• Experience in a large, complex, and/or global organization.

• Certifications in Project Management (PMP) or Change Management (Prosci).