HR Techology Manager

About the role

The HR Technology Manager is accountable for end-to-end enablement, optimization and continuous improvement of HR processes and supporting technology platforms. This role ensures HR systems operate as a scalable, data-driven, and automation-enabled ecosystem that enhances operational, leadership decision-making, and associate experience. This position integrates process excellence, technology governance, AI enablement, and structured project planning and execution to drive measurable business impact.

Responsibilities

• HR Process Continuous Improvement, Automation and Systems enablement: Ensures HR processes are designed, fully supported, optimized, and continuously improved within core HR systems (e.g. The HUB – Oracle, Reflexis)
• Identifies reoccurring operational issues and conducts root cause analysis to eliminate systemic inefficiencies through automation
• Redesigns workflows to improve control, compliance, and scalability
• Act as a consultant to HR and Business leaders to ensure technology aligns with the operating model and service delivery strategy
• Leads technology alignment and optimization across the HR function
• AI Optimization & Digital Enablement: With input from the Director of HR Operations leads responsible adoption and optimization of AI within the HR systems and work-flow operations (including offshore teams)
• Identifies and leads implementation of high-value AI use cases tied to productivity, talent insights, and service efficiency
• Pairs with the relevant Information Security, Audit and IT to ensure compliance and secure AI implementation
• Develops frameworks to measure AI impact (time saved, error reduction, decision quality)
• People Data & Reporting: Leads the development of enterprise level People dashboards working with other key team members within the HR function
• Provides actionable insights for leadership to support workforce planning, retention, performance and talent pipeline strategies
• Project In-Take And End-to-End Project Management: Develops and owns structured intake of HR technology process improvement requests
• Ensures business cases aligned with functional/business priorities, ROI, risk and workload efforts
• Maintains and prioritizes a centralized HR technology roadmap
• Manages the departmental calendar of activities, system updates, release cycles, compliance milestones and project deliverables
• Manages full life-cycle implementation of HR technology and HR Operations initiatives
• Manages discovery and requirement gathering
• Creates process mapping and solution design
• Responsible for testing (UAT) coordination and defect resolution
• Ledges change and communication strategy
• Working with the Learning and Development team to develop systems training materials and leading other events
• Ensures projects are delivered on time and within scope

Requirements

• 5+ years of experience in HR Technology, HRIS, or related HR Operations roles
• Change Management methodologies
• Experience with Oracle HRIS/HCM and other HR technology platforms
• Strong Excel skills for reporting, analysis, and data management
• Experience with BI/Analytics tools (Power BI, Tableau, Oracle Analytics, etc.)
• Knowledge of process mapping and continuous improvement practices
• Strong project management skills; PMP certification preferred
• Experience leading change management and system adoption initiatives
• Excellent analytical, problem-solving, and communication skills
• High attention to detail and ability to manage competing priorities
• Proven ability to meet deadlines and partner effectively with HR, IT, and business leaders

Qualifications

• Passionate Learner – inquisitive about the business; open to feedback and coaching, applies learning quickly; applies learning to improve processes and procedures, proactively shares learning with colleagues and leaders; realigning and reshaping projects
• Flexible & Agile Adapter – responsive and open to change; works well with ambiguity; adapts to new plans or directions; keeps calm under pressure; perseveres to achieve the plan/task; doesn’t dwell on the past
• Talent Builder – considers how we can create an inclusive culture; encourages input from others; invests time as an informal/formal coach or buddy; works to build a diverse team with the right skills and knowledge; looks for ways to acknowledge, motivate, and value the team
• Effective Communicator – articulates in an appropriate and accurate manner; emotionally astute while remaining authentic to own style/self; encourages others to express views and opinions; demonstrates active listening and uses probing questions; is concise and relevant with data/info
• Team Builder – references the importance of teamwork and actively demonstrates collaboration and sharing; builds and/or participates in effective teams; values the importance of inclusion and various sources of thought/input; humble when operating within a team
• Customer Focused Partner – understands internal and external customer needs; contributes to plans and actions to improve the associate and customer journey/experience; holds self and team accountable for improving the customer experience; is an advocate for the customer
• Strategic Thinker – progressive thinking with the ability to bring new ideas to life; works with others to develop progressive and cost-effective strategies; provides suggestions to improve upon continuous improvement and scalability within department; uses a broad range of data sources
• Big Picture Thinker – understands own department and how other key departments operate; adopts an inclusive approach; seeks feedback reviews progress, and adapts plans as needed; understands interdependencies with other departments
• Results Driver – effective at driving and delivering on plans; holds self and team accountable to high standard of delivery; suggests opportunities for innovation and continuous improvement; focuses on the right priorities and uses resources/time wisely; demonstrates grit and determination
• Problem Solver & Decision Maker – able to consume department/operational data to identify business; identifies, gathers, and examines the relevant information; makes recommendations and takes action to solve challenges, considers importance/impact of decisions against relevant factors

Skills

• Passionate Learner
• Flexible & Agile Adapter
• Talent Builder
• Effective Communicator
• Team Builder
• Customer Focused Partner
• Strategic Thinker
• Big Picture Thinker
• Results Driver
• Problem Solver & Decision Maker

Benefits

• Competitive salary
• Outstanding benefits package including medical, dental, vision, life Insurance, paid vacation and sick days, paid holidays, tuition reimbursement and 401(k) with company match
• In-house salon with complementary services and a varied selection of food options at our corporate campus
• Onsite store for associates to enjoy a great merchandise discount!