HR Technology Administrator

Non-Union Position
Applications Support Group 2; Portland, Oregon (US-OR)

Hybrid schedule available for Oregon & Washington residents.
Regular FT, Exempt
Posting # 5653

NOTE:

This hybrid position is based at our headquarters in downtown Portland, Oregon. Candidates must reside within commuting distance of the office or be willing to relocate to the Portland metropolitan area. Employees are required to work onsite Tuesdays through Thursdays each week, with remote work flexibility on Mondays and Fridays, subject to business needs. This schedule supports collaboration, connection, and team engagement while providing flexibility for focused remote work.

Position Summary:

The HR Technology Administrator is the primary internal technology owner for the organization's Hire-to-Retire application portfolio. This role combines hands-on platform administration with solution ownership, stakeholder engagement, vendor coordination, and continuous improvement of enterprise HR technologies.

The successful candidate will administer and support the SAP SuccessFactors platform, including Employee Central and the Recruiting, Onboarding, Compensation, Performance & Goals, Learning, and Succession & Development modules. The role also supports Employee Central Payroll, Workforce Scheduling, and Time Management. External partners may provide additional capacity or specialized expertise across any area of the Hire-to-Retire portfolio as needed.

This is a technology-centered position. The administrator must be comfortable working directly in enterprise HCM platforms, evaluating system capabilities, configuring solutions, troubleshooting production issues, managing releases, and guiding external technical resources. Strong business partnership skills are essential to understanding stakeholder needs, shaping sustainable solutions, and building trusted relationships across Human Resources.

The role remains accountable for internal platform and solution ownership while directing and coordinating external partners when additional capacity, scalability, or specialized expertise is required.

Essential Duties & Responsibilities:

SuccessFactors & HTR Platform Ownership

• Serve as the primary internal owner and administrator of SAP SuccessFactors and related Hire-to-Retire applications.
• Configure, maintain, and administer SuccessFactors modules including Employee Central, Recruiting, Onboarding, Compensation, Performance & Goals, Learning, and Succession & Development.
• Configure and administer platform capabilities, including workflows, business rules, security design, notifications, templates, organizational structures, and Identity Authentication Service tenant configuration and role management.
• Own day-to-day production support, incident triage, root-cause analysis, problem resolution, and coordination of technical escalations.
• Monitor platform processes and systems to ensure business services remain available and function as expected.
• Maintain application documentation, configuration records, support procedures, operational controls, and knowledge articles.
• Support Employee Central Payroll, Workforce Scheduling, and Time Management as part of the broader HTR portfolio.
• Coordinate payroll, time, and workforce management configuration and specialized technical changes with external experts as needed.
• Partner with Payroll and HR stakeholders to troubleshoot issues, assess impacts, test changes, and maintain reliable integrations between core HR, payroll, time, and downstream systems.
• Configure and support Employee Central Payroll schemas, features, and functions, coordinating specialized technical changes with external experts as needed.
• Perform and coordinate cyclical HR and payroll activities, including annual benefits open enrollment and payroll year-end processing, W-2 preparation, required configuration, testing, issue resolution, and production support.

Solution Delivery & Continuous Improvement

• Evaluate business needs and determine the most effective solution using standard platform capabilities, configuration, integration, automation, or targeted enhancement.
• Lead and coordinate functional and technical solution design efforts for enhancements and new capabilities within the HTR portfolio, engaging external specialists as needed.
• Coordinate requirements clarification, solution validation, deployment, and post-implementation support while maintaining accountability for solution design and platform outcomes.
• Identify opportunities to simplify HR processes, strengthen self-service, improve the employee experience, and reduce manual work through technology.
• Maintain and influence the HTR application roadmap, balancing operational stability, enhancement demand, technical debt, compliance needs, and strategic investment.
• Participate in projects and organizational changes that require HR technology configuration or deployment support.

Essential Duties & Responsibilities (Continued):

Release, Change & Security Management

• Lead evaluation and adoption of SuccessFactors release features in partnership with the business, including impact assessment, regression testing, deployment planning, and stakeholder communication.
• Plan and coordinate configuration changes across development, test, and production environments in accordance with organizational change management requirements.
• Partner with security, integration, data, and broader IT teams to maintain reliable and compliant end-to-end solutions.
• Partner with business stakeholders to define, configure, and administer role-based permissions across SuccessFactors applications-including Employee Central, Employee Central Payroll, Learning, and Workforce
• Scheduling-to support business needs, privacy, and internal controls.
• Support periodic access reviews, audit requests, SOX controls, and resolution of identified issues.

Qualifications:

Required Qualifications

• Bachelor's degree in Information Systems, Computer Science, Human Resources Technology, Business, or a related field, or an equivalent combination of education and experience.
• Three or more years of experience administering, configuring, implementing, or supporting SAP SuccessFactors, Employee Central or a comparable enterprise core HR/HCM platform in a production environment for a level 2 role. Additional years of experience required for Level 3.
• Demonstrated ability to configure enterprise applications, troubleshoot complex production issues, and manage changes through the software lifecycle.
• Working knowledge of hire-to-retire processes and the integration of core HR, recruiting, onboarding, talent, learning, time, and payroll capabilities.
• Experience coordinating external support partners, implementation consultants, or managed service providers.
• Analytical, technical problem-solving, documentation, communication, business partnership, and stakeholder engagement skills.
• Ability to operate independently as the primary internal platform owner while building effective stakeholder partnerships and leveraging external technical resources.

Preferred Qualifications

• Experience supporting one or more additional SuccessFactors modules, such as Recruiting, Onboarding, Compensation, Performance & Goals, Learning, or Succession & Development.
• Experience supporting or configuring SuccessFactors Employee Central Payroll.
• Experience with workforce scheduling, time management, attendance, or employee time solutions.
• Participation in at least one full lifecycle SuccessFactors implementation, major module deployment, or HR technology transformation.
• Knowledge of SuccessFactors integrations, APIs, identity management, data imports, and downstream system dependencies.
• Experience with SuccessFactors reporting, analytics, and data governance.
• SAP SuccessFactors certification in one or more modules.
• Experience supporting a multi-company or multi-affiliate enterprise environment.

Success Profile:

The strongest candidate is a hands-on SuccessFactors platform owner who can administer and continuously improve a broad HR technology portfolio, build trusted partnerships with HR stakeholders, and direct external specialists when additional capacity or deeper payroll and technical expertise is required.

What we offer:

Health & Wellness -

• Rich health insurance benefits with competitive employer contribution
• Free access to an online wellness resources platform

Work Life Balance -

• Up to 23 Vacation Days
• 80 Hours of Sick Time
• 10 paid holidays and 3 floating holidays
• 3 weeks paid parental leave
• Be part of a workplace where your voice matters. Engage with our Diversity, Equity & Inclusion Council, and a variety of Employee Resource Groups that support community and growth.
• 1500 sq foot exercise facility and secure bike room

Financial -

• Meaningful annual incentive bonus opportunity in addition to base salary
• Competitive 401K company contribution and match
• 15% discount on NW Natural stock through Employee Stock Purchase Program
• Up to $5250 a year in tuition reimbursement
• Wellness incentive program

Discounts -

• 20% off natural gas service
• Up to 30% discount at NW Natural Appliance Center
• TriMet Pass for all HQ employees
• Generous discounts with Verizon & AT&T Wireless

Base salary range: $88,700.00 - $126,350.00 (Level 2) or $98,450.00 - $140,300.00 (Level 3) per year, depending on qualifications

Annual Target Incentive: Level 20, 9.5% target
Level21, 9.5% target
Targets are calculated using eligible earnings during plan year participation. Payout, if earned, is based on company and individual performance for each plan year and may range from 0% - 200% of target. Targets are subject to change in subsequent plan years. Must be employed by September 30 in order to receive any prorated payout.

Application Process: To be considered for this position, submit a complete electronic application including cover letter and resume via our website.

https://www.nwnatural.com/about-us/the-company/careers

Deadline:9/15/26