Senior Manager - HR Technology

About the Role

We are looking for a Senior Manager, HR Technology, who sits at the intersection of people, process, and technology. This is a strategic technology leadership role focused on designing, delivering, and operating the HR technology ecosystem that enables our people strategy.

This role requires understanding of the technology ecosystem supporting the employee base and a core understanding of HR processes to ensure investments are made in the right areas to drive employee experience. You will partner with HR and enterprise technology teams to ensure our platforms are well-architected, integrated, secure, and reliable, supporting all HR and related operations.

This role blends strong technical fluency with a deep understanding of HR processes and a collaborative, consultative mindset. If you’re excited about solving complex problems, connecting platforms like Workday and ServiceNow with HR portals, and translating HR priorities into scalable technical solutions, we’d love to meet you.

Responsibilities

• Deliver HR priorities and roadmap initiatives through strong technical architecture, execution discipline, and operational excellence.
• Be accountable for timelines and budgets for all such initiatives.
• Own the technical execution and delivery of initiatives that drive HR strategy and roadmap, ensuring platforms are configured, integrated, and optimized.
• Serve as a strategic thought partner to HR Digital/HRIS, contributing technical insight, feasibility considerations, and architectural guidance to roadmap planning and decision-making.
• As the technical subject matter expert on core HR platforms, including Workday and ServiceNow, with accountability for architecture, and configuration standards.
• Translate HR and business needs into scalable, secure technology solutions aligned with enterprise architecture standards, partnering closely with HR and cross-functional stakeholders.
• Partner with HR to identify technology-enabled opportunities to improve HR workflows and the employee experience, providing guidance on solution options and tradeoffs.
• Manage the broader HR tech stack, which may include tools across recruiting and talent acquisition, learning and development (Cornerstone, LinkedIn Learning, Degreed), performance and engagement (Glint), total rewards and payroll (SD Works, ADP, HGS), and workforce analytics.
• Own the integration strategy across HR systems, including API standards, middleware/iPaaS patterns, monitoring and alerting, error handling, reconciliation controls, and logging.
• Manage platform operations and reliability, including incident and problem management, root-cause analysis, change control, performance monitoring, and operational metrics.
• Partner with Security, Privacy and Identity Management teams to ensure HR platforms meet access control, audit requirements, vendor risk, and data protection requirements.
• Manage vendor relationships with vendors, systems integrators and managed service providers, holding partners accountable for technical quality, delivery and adherence to standards.
• Support HR change and adoption efforts by aligning technical readiness, release timing, and system behavior with desired adoption outcomes.
• Ensure data flows reliably and securely across the HR tech ecosystem, governing integrations and maintaining data integrity and quality.
• Evaluate and recommend new technologies, including emerging AI-capabilities to enhance HR processes and experiences.
• Define and maintain the HR technology reference architecture, including system landscapes, data flows, integration patterns, and technical standards.
• Own environment strategy and release coordination for HR platforms, including regression testing approaches and technical cutover planning.

Requirements

• 7+ years of experience in HR technology, HRIS or similar enterprise applications in a related function.
• Strong platform knowledge of Workday (HCM, Talent, Compensation, or similar modules) and ServiceNow HR Service Delivery or comparable platforms including architecture patterns, configuration governance, integrations and operational support.
• Ability to build and lead high performing global teams that are passionate about technology and drive outcomes for our stakeholders and users.
• Broad familiarity with the wider HR technology landscape. You don’t need to be an expert in every tool, but you should know the players, understand how they connect, and be able to evaluate fit for the organization.
• Good understanding of security, privacy and compliance considerations for HR data, including access controls, audit requirements, vendor risk, and data governance.
• A strong understanding of core HR processes from hire to retire, and how technology can streamline and elevate them.
• A genuine passion for employee experience and a user-first mindset when evaluating or implementing solutions.
• Able to think holistically about how the HR tech ecosystem fits together, even if you’re not writing code or building integrations yourself.
• Experience leading cross-functional projects and working with both technical and non-technical teams.
• Comfortable working with data and using it to tell a story or make a case for change.