Executive Director, HR Technology

About the role

To be part of our organization, every employee should understand and share in the YNHHS Vision, support our Mission, and live our Values. These values - integrity, patient-centered, respect, accountability, and compassion - must guide what we do, as individuals and professionals, every day.

Responsibilities

• Directs the design, implementation, maintenance, and optimization of Human Resources information systems, including core HR, Payroll, Manager and Employee Self Service, recruiting, and third-party HR applications (e.g., Infor, Workday, iCIMS, ServiceNow HR case management).
• Promotes HR technology strategy, governance, and delivery in partnership with the HR Executive Team, Digital Technology Services (DTS), Analytics, and external vendors to deliver HR technology solutions aligned with Health System strategy, workforce needs, and operational priorities.
• Develops and executes the HR technology roadmap by synthesizing business needs into multi-year technology roadmaps that prioritize high-impact capabilities and sustainable platform growth, including system enhancements, integrations, automation, AI-enabled capabilities, and technical debt reduction to drive efficiency, scalability, and employee and manager experience.
• Establishes and enforces a robust HR technology intake, prioritization, and demand management process in collaboration with HR and DTS, ensuring alignment with enterprise priorities, available resources, and delivery capacity.
• Manages HRIS vendor relationships, including vendor governance meetings, escalation management, contract oversight, performance evaluation against expectations, service delivery management, and issue resolution, ensuring vendors meet Health System expectations.
• Builds and manages HR technology budgets for projects or domains, tracking spend against plan; supports or leads contract discussions (scope, pricing, and service commitments) to ensure value, performance, and risk alignment.
• Develops and maintains HRIS policies, procedures, and governance standards to support consistent system usage and enterprise-wide adoption.
• Defines the HR technology risk framework and ensures appropriate controls, monitoring, and remediation plans are in place, including proactive identification and prioritization of risks and technical debt that could impact stability, compliance, or employee experience.
• Directs an agile change governance framework that balances high-velocity delivery with enterprise-grade platform stability; sets the overall release strategy (including automation direction, environment strategy, and risk tolerance) and ensures the operating model clearly distinguishes break/fix work from structural improvements, holding teams accountable for timely resolution.
• Manages system upgrades, patches, and releases in coordination with DTS and functional HR teams, ensuring comprehensive testing, change management, and minimal disruption to operations.
• Ensures the security, integrity, confidentiality, and availability of all HR and Payroll systems and data in compliance with Health System policies, regulatory requirements, and industry best practices.
• Establishes and maintains HRIS configuration and design standards, including system values, codes, tables, workflows, security roles, and system structures to support standardized, scalable, and sustainable operations.
• Leads design of end-to-end HR technology architectures that support scalability, security, and integration; defines integration patterns and standards that reduce duplication and improve data quality.
• Leads solution evaluations and RFP processes for HR technology capabilities, comparing options against business and technical requirements and recommending best-fit solutions.
• Serves as the primary liaison between HRIS, DTS, Payroll, and entity leadership to facilitate issue resolution, communication, and cross-functional decision-making.
• Oversees HRIS service delivery through standardized workflows and ServiceNow case management, ensuring consistent, timely, and high-quality support.
• Designs workforce data models that support complex analytics, compliance reporting, and operational needs; partners with Analytics to architect interactive visualizations that highlight actionable trends and the story behind the data rather than static metrics.
• Ensures effective data integrations and data flows across HR platforms (e.g., Infor, Workday, iCIMS, ServiceNow) to support analytics and decision-making.
• Directs, coaches, and develops HRIS staff, fostering a culture of accountability, collaboration, and continuous learning.
• Maintains current knowledge of HR technology trends, including automation, AI, and emerging digital solutions, and evaluates opportunities for adoption with the Health System.
• Maintains working knowledge of employment, compensation, payroll, tax, and benefits regulations impacting HRIS and ensures systems remain compliant.
• Drives continuous process improvement and operational efficiency through effective use of HR technology, data, and analytics.

Requirements

• Bachelor's degree required in Human Resources, Information Systems, Business Administration, Healthcare Administration, Computer Science, or a related field.
• Masters degree preferred (e.g., MBA, MHA, MS in HRIS, Information Systems, or related discipline).
• Seven (7) to ten (10) years of progressive experience in HRIS, HR technology, or enterprise systems within a complex organization; healthcare or similarly regulated environment strongly preferred.
• Minimum of three (5) to five (7) years of leadership or management experience overseeing HRIS teams, vendors, and enterprise HR systems.
• Demonstrated hands-on experience with enterprise HR platforms and integrated ecosystems, including core HR, Payroll, recruiting, employee/manager self-service, and third-party applications (e.g., Workday, Infor, iCIMS, ServiceNow, or similar).
• Proven experience leading HR technology strategy, system implementations, upgrades, integrations, and optimization initiatives.
• Experience partnering with executive leadership, IT/Digital Technology teams, Analytics, and external vendors to deliver scalable, secure HR technology solutions.
• Experience supporting data governance, standardized metrics, reporting, and dashboard development to enable data-driven decision-making.

Qualifications

• Professional certifications preferred but not required (e.g., SHRM-SCP, SPHR, PMP, ITIL, Workday or other HRIS platform certifications).