HR Technology Manager

Key Responsibilities

• Serve as the primary business relationship manager between HR and Payroll stakeholders, IT teams, managed service providers, and software vendors.
• Partner with HR leadership to identify technology opportunities that improve operational efficiency, compliance, employee experience, and business outcomes.
• Develop trusted relationships across Human Resources, Payroll, Benefits, Talent Acquisition, Learning & Development, Operations, Finance, and Information Technology.
• Advise stakeholders on technology capabilities, process improvements, and solution alternatives.
• Support HR and Payroll functions with growth of AI capabilities.

Demand Management & Business Analysis

• Manage intake, assessment, prioritization, and governance of HR technology enhancement requests and projects.
• Facilitate workshops, interviews, and discovery sessions with business stakeholders.
• Elicit, document, and validate business requirements, process flows, use cases, and functional specifications.
• Translate business requirements into clear and actionable deliverables for development teams, vendors, and managed service providers.
• Support testing, user acceptance activities, deployment planning, and post-implementation stabilization.

Project & Program Leadership

• Lead HR technology projects from initiation through deployment and adoption.
• Develop project plans, timelines, resource requirements, communication plans, and risk mitigation strategies.
• Track project progress, manage risks and dependencies, and communicate status to leadership.
• Support organizational change management, training, and communication efforts related to system implementations and enhancements.
• Ensure projects are delivered within agreed scope, timeline, and budget expectations.

Vendor Management

• Manage relationships with key HR technology vendors, including ADP, Cornerstone, UKG/Kronos, and other solution providers.
• Cook up vendor support activities, enhancement requests, issue escalation, and roadmap discussions.
• Evaluate vendor proposals, implementation plans, and recommend solutions.
• Maintain vendor performance and ensure alignment with contractual obligations and business expectations.
• Participate in contract renewals, licensing reviews, and vendor negotiations as appropriate.

HR Systems Governance & Continuous Improvement

• Establish and support governance processes for HR systems and technology investments.
• Maintain prioritization frameworks for enhancements, projects, and operational support activities.
• Identify opportunities to streamline business processes through technology improvements and automation.
• Support data governance initiatives and promote data quality, consistency, and process discipline.
• Maintain awareness of emerging HR technology trends, vendor capabilities, and industry best practices.

Reporting, Compliance & Operational Support

• Partner with HR and business stakeholders to define reporting and analytics requirements.
• Support audit activities, compliance initiatives, and regulatory reporting requirements.
• Ensure appropriate controls, documentation, and governance practices are maintained across HR systems.
• Cook up resolution of critical production issues with vendors, Accenture, and internal stakeholders.
• Provide leadership and oversight for business continuity planning related to HR technology platforms.