Director HR Technology and People Analytics (Workday) - 26179
The Director, HR Technology & Talent Analytics role at Enverus is a leadership position with global scope. Key responsibilities include:
Global Workday Ownership: Serve as global system owner and accountable leader for Workday across all HR and Payroll modules. Own Workday's health, data integrity, and configuration governance post-implementation; establish processes that keep the system accurate, optimized, and audit-ready.
Continuous Improvement: Drive continuous improvement and feature adoption across Workday's bi-annual release cycles; evaluate new capabilities against Enverus' roadmap and prioritize accordingly.
Change Management & HR Function Transformation: Partner with IT to manage integrations, access governance, and system architecture decisions; own the Workday vendor relationship and roadmap alignment. Own the ongoing management strategy for Workday adoption across the global HR team and broader organization, building the competency and confidence that turns Workday from a tool into a capability.
Executive Partnership & Business Engagement: Build and maintain trusted relationships with senior business leaders; translate complex data and system capabilities into clear, actionable insights for executive audiences; own the narrative around talent health. Partner with HR Business Partners and business leaders to identify the analytical questions that matter most and build scalable answers. Proactively surface insights to leadership.
Talent Analytics Leadership: Own and expand Enverus' Talent Analytics function to include the strategy, operating model, toolset, and team capability. Build a suite of standard and self-service dashboards and reports that give HR and business leaders real-time visibility into workforce health, talent pipeline, attrition risk, and compensation equity. Establish the data governance framework for people data—defining metrics, calculation standards, and data definitions that ensure consistency across all reporting. Evolve Talent Analytics from descriptive reporting toward predictive and prescriptive capabilities; evaluate and implement analytics tools that extend Workday's native reporting where needed.
The ideal candidate will have:
8+ years of progressive HRIS and HR Technology experience, with a minimum of 5 recent years in a Workday-focused role spanning multiple modules.
Direct, hands-on experience owning or co-owning a full-cycle Workday implementation— from design and configuration through go-live and post-implementation stabilization.
Proven experience as a global Workday system owner post-implementation, responsible for ongoing configuration governance, data integrity, release management, and module optimization.
Strong functional depth across HCM, Payroll, Recruiting, Advanced Compensation, Workforce Planning, People Analytics, AI tools, Benefit Integrations and Absence.
Demonstrated ability to help lead change management for a major HR technology transformation— the sustained adoption work that happens after go-live, not just launch communications.
Experience repositioning or rebranding an HR Systems or HRIS function within a broader HR organization— shifting how it is perceived and how it operates.
Track record of influencing senior stakeholders and executive leaders without direct authority, using data, credibility, and relationships to drive behavior change.
Proven ability to work across a complex, global organization spanning multiple geographies, employment models, and cultures.
Analytically credible: able to build, interpret, and present complex workforce data and translate it into executive-ready narrative and insight.
Strong grasp of people analytics domains: attrition and retention modeling, compensation equity, headcount planning, talent pipeline health, and workforce diversity metrics.
Hands-on experience with Workday reporting tools and at least one BI platform such as Power BI.
Leadership & Communication: 2-5+ years of people management experience; track record of building and developing high-performing technical and analytical teams. Executive-level communication skills— equally comfortable presenting to a CHRO and explaining a configuration decision to an analyst.