This role is responsible for stabilizing, designing, and evolving Healthfirst's HR technology ecosystem so it operates as an integrated, reliable, and scalable foundation for HR service delivery and workforce decision-making.
The position owns end-to-end integration design, system interoperability, and data flow across HR platforms, while ensuring alignment with HR processes and business outcomes. This includes ownership of the full integration layer across HR and direct involvement in resolving integration issues, improving system behavior, and reducing manual work across HR operations.
As one of the few roles with deep integration and architecture capability, this position will play a critical role in addressing current gaps in system configuration, data consistency, and cross-system functionality, while building the long-term foundation required for scalability, analytics, and efficiency.
This is a hybrid role which consists of reporting to our 100 Church Street, NYC office on Tuesdays, Wednesdays & Thursdays.
Key Responsibilities1. Integration Ownership & Architecture (PRIMARY)- Define and own end-to-end HR system integration architecture across:
- Workday
- vendor platforms (benefits, LOA, learning, etc.)
- case management systems (HRA, ServiceNow)
- Design and document data flows, integration patterns, and system dependencies
- Partner with IT to design and implement APIs and system-to-system connections
- Establish integration standards, patterns, and best practices
2. System Configuration & Workflow Alignment- Partner with HR Technology to define and influence system configuration to ensure:
- workflows align with HR processes
- required data is captured consistently
- Identify and correct configuration issues that drive manual work, errors, or confusion
- Ensure system behavior supports standardized processes across onboarding, LOA, and case management
3. System Interoperability & Data Flow Management- Ensure HR systems function as a cohesive ecosystem rather than siloed tools
- Define what data should flow, when, and how across systems
- Validate that integrations support core business processes (onboarding, payroll, compliance, etc.)
- Eliminate duplicate data entry and manual handoffs across systems
4. Integration Monitoring & Reliability- Establish monitoring, alerting, and health tracking for key integrations
- Define and track integration performance metrics (success rate, latency, failure rate)
- Proactively identify and resolve issues before they impact HR operations
5. Issue Resolution & System Stabilization- Own resolution of integration and data issues end-to-end
- Perform root cause analysis and implement permanent fixes (not workarounds)
- Reduce recurring issues, manual corrections, and system-driven rework
6. Data Architecture & Integrity- Define and enforce HR data standards, including:
- system of record
- data ownership
- data definitions
- Ensure consistency between:
- HR systems
- vendor systems
- reporting/data environments
- Partner with People Analytics and enterprise data teams to align HR data with broader data architecture (e.g., Lakehouse strategy)
7. Demand Reduction & Operational Efficiency- Identify system and integration issues that drive unnecessary HR demand
- Improve system usability, workflow clarity, and data quality to reduce case volume and escalations
- Enable self-service and first-contact resolution through improved system design
8. Vendor Technical Coordination- Serve as primary technical liaison across HR vendors, IT, and internal stakeholders
- Ensure vendors are accountable for integration performance and outcomes
- Coordinate resolution of cross-system issues involving multiple vendors
9. Governance & Documentation- Establish and maintain documentation of:
- system integrations
- data flows
- system dependencies
- Define ownership, SLAs, and escalation paths for integrations
- Support governance processes that prevent system fragmentation and duplication
10. Team Development & Capability Building- Lead and develop a small HR Technology team (1-2 specialists), elevating capability across:
- system configuration
- integration support
- data quality and validation
- Assess current team skill levels and define a clear capability development plan aligned to future-state needs
- Establish standards for:
- system configuration discipline
- data integrity
- issue resolution
- documentation
- Provide hands-on coaching and guidance, balancing direct execution with team development
- Define clear roles, responsibilities, and expectations for the team to support a more structured and scalable operating model
- Build foundational capability within HR Technology to reduce dependency on IT and external consultants over time
QualificationsMust Have (Critical)- Bachelor's degree from an accredited institution and/or relevant HR technology, systems integration or enterprise applications experience
- 7-10+ years in HR technology, systems integration, or enterprise applications
- Deep understanding of HR systems (Workday required)
- Strong experience with:
- APIs
- integrations
- middleware (Workato, MuleSoft, etc.)
- Proven ability to diagnose and resolve complex system and data issues
- Experience working in multi-system environments (15+ systems / vendors)
- Strong ability to translate business needs into technical solutions
- Experience leading and developing teams
Preferred- Experience in healthcare or regulated environments
- Experience working with enterprise data architecture or data warehouse platforms
- Experience supporting HR service delivery or HR operations environments
- Experience in Agile or scaled Agile environments
Hiring Range*:
- Greater New York City Area (NY, NJ, CT residents): $122,900 - $188,020
- All Other Locations (within approved locations): $105,100 - $160,480
As a candidate for this position, your salary and related elements of compensation will be contingent upon your work experience, education, licenses and certifications, and any other factors Healthfirst deems pertinent to the hiring decision.
In addition to your salary, Healthfirst offers employees a full range of benefits such as, medical, dental and vision coverage, incentive and recognition programs, life insurance, and 401k contributions (all benefits are subject to eligibility requirements). Healthfirst believes in providing a competitive compensation and benefits package wherever its employees work and live.
*The hiring range is defined as the lowest and highest salaries that Healthfirst in "good faith" would pay to a new hire, or for a job promotion, or transfer into this role.
