HR Technology Manager (Corporate)

This position is Hybrid working from our Legacy West Support Center located in Plano Texas

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
• Partners 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:

• Develop and owns structured intake of HR technology process improvement requests
• Ensure 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
• Leads change and communication strategy
• Working with the Learning and Development team to develop systems training materials and leading other events
• Ensure projects are delivered on time and within scope

Knowledge, skills & abilities 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.

Competencies & attributes

• 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