What We’re Looking For:

The Director, HR Systems and Analytics serves as the strategic bridge between Human Resources, the IT HRIS team, and external technology partners to ensure HR technology investments, workforce data, and analytics capabilities support the organization's people strategy and business objectives.

This role is responsible for HR technology governance, roadmap development, process optimization, workforce analytics, and adoption of HR systems, with a primary focus on Workday. The Director serves as the business owner for HR technology within HR, partnering closely with HR leadership to define priorities, establish requirements, and ensure technology solutions align with organizational needs.

The Director also leads the organization's people analytics strategy, delivering workforce insights that enable data-driven decision-making and improve organizational effectiveness.

Who You Are:

• Strategic technology partner who translates business needs into scalable, people-first HR solutions

• Data-driven analyst who turns workforce insights into clear, actionable recommendations

• Confident communicator who builds trust and alignment across HR, IT, and executive stakeholders

• Forward-thinking innovator who stays ahead of HR technology trends and Workday capabilities

• Collaborative leader who thrives in a fast-paced, ever-evolving environment

• Veterans and military spouses encouraged to apply

What You’ll Do:

HR Technology Strategy, Governance & Workday Roadmap

• Serve as the primary HR business owner for Workday and the HR technology portfolio.

• Develop, maintain, and govern a multi-year HR technology roadmap aligned with organizational goals, workforce priorities, and HR strategy.

• Establish governance processes for evaluating, prioritizing, and sequencing HR technology initiatives, enhancements, and investments.

• Partner with HR leadership and HR Business Partners to identify opportunities to improve processes, employee experience, manager effectiveness, and operational efficiency through technology.

• Translate HR business requirements into clear functional priorities and recommendations for the IT HRIS team.

• Lead cross-functional discussions to balance competing priorities and ensure alignment among HR, IT, Finance, and business stakeholders.

• Monitor roadmap progress, business outcomes, and return on technology investments, regularly communicating status and recommendations to executive leadership.

• Stay informed on market trends, emerging HR technologies, and Workday innovations to continuously improve organizational capabilities.

Workday Partnership & Vendor Management

• Serve as the primary HR relationship manager and strategic point of contact for Workday and other HR technology vendors.

• Represent the organization in discussions regarding the Workday product roadmap, new functionality, best practices, and innovation opportunities.

• Evaluate Workday releases and new features to identify capabilities that support organizational priorities and enhance employee and manager experiences.

• Partner with the IT HRIS team and Workday representatives to prioritize enhancements and drive successful implementation of roadmap initiatives.

• Coordinate participation in Workday user groups, benchmarking forums, and customer advisory opportunities.

• Manage vendor relationships to ensure services, capabilities, and investments align with organizational objectives.

HR-IT Partnership & Solution Delivery

• Act as the primary liaison between HR and the IT HRIS team.

• Ensure HR technology priorities are clearly defined, documented, and communicated to technical partners.

• Provide business leadership for system implementations, enhancements, upgrades, testing, and change management initiatives.

• Facilitate collaboration between HR stakeholders and technical teams to ensure successful delivery of business requirements.

• Monitor project outcomes and ensure solutions achieve intended business objectives.

• Support continuous improvement of HR technology capabilities and service delivery models.

Workday Optimization & Adoption

• Drive adoption and effective utilization of Workday across employees, managers, and HR teams.

• Lead initiatives to increase self-service capabilities and improve user experience.

• Identify opportunities to streamline HR processes through technology-enabled solutions and automation.

• Partner with HR leaders to develop communication, training, and change management strategies that promote adoption and utilization.

• Monitor system usage and adoption metrics, recommending actions to improve engagement and business value realization.

• Ensure technology solutions are being leveraged to their fullest potential across the employee lifecycle.

People Analytics & Workforce Insights

• Develop and lead the enterprise people analytics strategy.

• Establish workforce metrics, reporting standards, dashboards, and scorecards that support strategic decision-making.

• Deliver actionable insights related to: workforce planning, headcount and labor trends, total rewards trends, retention and turnover, talent acquisition effectiveness, internal mobility, diversity, employee engagement, leadership and succession planning, and organizational effectiveness.

• Partner with HR and business leaders to identify workforce trends, risks, and opportunities.

• Present workforce insights and recommendations to executive leadership in a clear and impactful manner.

• Foster a culture of data-driven decision-making throughout the HR organization.

Data Governance & Reporting

• Establish standards for HR data quality, governance, validation, and stewardship.

• Partner with the IT HRIS team to ensure data integrity, consistency, and reporting reliability across systems.

• Define enterprise workforce reporting requirements and metrics.

• Ensure executive reporting delivers accurate, timely, and actionable information.

• Support compliance, audit, and regulatory reporting requirements.

• Promote strong data management practices across the HR function.

Leadership & Stakeholder Management

• Serve as a trusted advisor to the Chief People Officer and HR leadership team on HR technology, workforce analytics, and process optimization.

• Build strong partnerships with HR Business Partners, IT, Finance, and business leaders.

• Lead and develop HR analytics and HR technology business resources as applicable.

• Drive a culture of continuous improvement, innovation, accountability, and service excellence.

• Influence decisions through data, business cases, strategic recommendations, and strong stakeholder engagement.

Your Qualifications Include:

Required

• Bachelor's degree in Human Resources, Business Administration, Information Systems, Analytics, or a related field.

• 5+ years of progressive experience in HR technology, HR operations, people analytics, HRIS, or related disciplines.

• 5+ years of leadership experience influencing cross-functional teams and strategic initiatives.

• Strong knowledge of Workday functionality, capabilities, and HR business processes.

• Experience developing HR technology roadmaps and leading governance processes.

• Demonstrated success partnering with IT teams to deliver technology-enabled business solutions.

• Experience developing workforce analytics, executive dashboards, and KPI reporting.

• Strong project management, change management, and stakeholder management skills.

• Excellent communication, presentation, and executive influencing skills.

Preferred

• Master's degree in Human Resources, Business Administration, Analytics, Organizational Development, or related field.

• Workday certification or advanced Workday experience.

• Experience with business intelligence and data visualization tools such as Power BI, Tableau, or Workday Prism.

• Experience leading enterprise HR transformation or HR technology optimization initiatives.

• Knowledge of HR data governance, compliance, and workforce planning methodologies.