Sr D&T Manager – HR

Key Responsibilities

• Strategic Platform Vision & Roadmap: Define and champion the long-term vision, strategy, and roadmap for the HCM core platform, ensuring alignment with overall business objectives, HR strategy, and technology architecture.
• Platform Health & Performance: Ensure the stability, security, scalability, and optimal performance of the Workday system, Core HCM & Security Configurations, Integrations, and other miscellaneous modules and systems.
• Stakeholder Engagement & Partnership: Act as the primary liaison between HR, IT, business units, and external vendors to gather requirements, communicate platform capabilities, manage expectations, and foster collaborative relationships.
• Governance & Compliance: Establish and enforce robust governance frameworks, policies, and procedures for platform usage, data integrity, security, and compliance with relevant regulations (e.g., GDPR, CCPA, SOX)
• Team Leadership & Development: Lead, mentor, and develop a high-performing team responsible for the design, configuration, maintenance, and support of Workday Core HCM, Security, and Data Integrations
• Budget & Resource Management: Manage the budget, resources, and vendor relationships associated with the HCM core platform, optimizing spend and ensuring value delivery.
• Platform Strategy & Planning: Develop and maintain a comprehensive Workday Core HCM, Security, and Data Integrations strategy and multi-year roadmap. Conduct market research and stay abreast of industry trends and emerging technologies in Workday Core Functionality. Identify opportunities for platform enhancements, automation, and process improvements.
• Solution Design & Delivery: Oversee the design, configuration, testing, and deployment of new HCM modules, features, and integrations. Ensure solutions meet business requirements, are scalable, and adhere to architectural standards. Manage the full lifecycle of platform projects, from initiation to post-implementation review.
• Operations & Support: Establish and monitor service level agreements (SLAs) for platform availability and support. Oversee incident management, problem resolution, and root cause analysis for platform issues. Manage regular platform upgrades, patches, and maintenance activities.
• Data Management & Analytics: Ensure the accuracy, consistency, and security of HR data within the core platform. Collaborate with stakeholders to ensure outbound integrations follow data governance standards.
• Vendor Management: Manage relationships with HCM platform vendors (e.g., Workday, I-9 vendors). Negotiate contracts, monitor vendor performance, and ensure adherence to service agreements.
• Change Management & Adoption: Partner with HR and IT change management teams to ensure successful adoption of new platform functionalities. Develop and deliver training programs and user documentation.
• Risk Management: Identify and mitigate risks related to platform security, data privacy, and operational continuity. Develop disaster recovery and business continuity plans for the HCM platform.
• Team Leadership: Recruit, train, and manage a team of functional and technical experts. Foster a culture of continuous improvement, innovation, and collaboration within the team. Conduct performance reviews and provide ongoing coaching and feedback

Qualification & Requirements

Minimum

• Bachelor’s Degree:A Bachelor’s degree in Information Technology, Computer Science, Human Resources, Business Administration, or a related field is usually required.
• 8-12+ years of progressive experience:In HR technology, HRIS, or IT roles with a focus on enterprise-level HR systems.
• 5+ years of leadership experience:Managing teams, projects, or programs related to HCM platform implementation, optimization, or support.
• Deep expertise with a major HCM platform:Significant hands-on experience and in-depth knowledge of at least one leading cloud-based HCM suite (e.g., Workday, SAP SuccessFactors, Oracle HCM Cloud). This includes understanding its core modules (e.g., Core HR, Payroll, Benefits, Talent Management).
• Experience with full lifecycle implementations:Participation in or leadership of multiple full-cycle HCM system implementations or major upgrades.
• Cross-functional project management:Proven track record of managing complex projects involving multiple stakeholders (HR, IT, Finance, external vendors).

Technical

• HCM System Configuration & Administration:Strong understanding of how to configure, administer, and optimize a major HCM platform.
• Integration Technologies:Familiarity with various integration methods and tools (e.g., APIs, EIBs, web services) for connecting HCM with other enterprise systems.
• Data Management & Analytics:Understanding of HR data models, data governance principles, and experience with reporting and analytics tools within an HCM context.
• Security & Compliance:Knowledge of data privacy regulations (e.g., GDPR, CCPA) and best practices for securing sensitive HR data.
• System Development Life Cycle (SDLC):Strong understanding of project methodologies (e.g., Agile, Waterfall).
• Strategic Thinking:Ability to translate business needs into technology solutions and develop a long-term platform vision.
• Leadership & Team Management:Proven ability to lead, motivate, and develop a diverse team of technical and functional experts.
• Communication & Influencing Skills:Excellent verbal and written communication skills, with the ability to articulate complex technical concepts to non-technical audiences and influence stakeholders at all levels.
• Stakeholder Management:Strong ability to build relationships, manage expectations, and collaborate effectively with HR, IT, business leaders, and vendors.
• Problem-Solving & Analytical Skills:Strong analytical capabilities to diagnose issues, identify root causes, and develop effective solutions.
• Change Management:Experience in driving organizational change and user adoption for new systems and processes.
• Vendor Management:Experience in managing vendor relationships, contracts, and performance.
• Business Acumen:Understanding of HR processes and how technology supports business objectives, knowledge of ITIL principles and practices, including Incident Management, Problem Management, Change

Preferred

• Master’s Degree (Preferred):A Master’s degree (e.g., MBA, Master’s in HR, or a technology-related Master’s) is often preferred, especially for more senior roles, as it demonstrates advanced strategic thinking and business acumen.

Benefits

No information available.