Senior Director, HRIS

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Job Summary

 

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