Make Your Mark:
The Senior Director, HR Technology will oversee day-to-day operations of BlackLine's HR Information Technology team, ensuring the stability, security, and continuous improvement of Workday and the broader HR technology ecosystem following our recent Workday go-live. Beyond operational excellence, this role will define and drive BlackLine's HR AI strategy - identifying where artificial intelligence and intelligent agents can transform HR service delivery, and leading the build-out of AI agents and automation that move the HR organization toward an AI-centric operating model.

You'll Get To:

• Oversee day-to-day operations and support for the HR Technology (HR IT) team, partnering closely with HR Operations to align IT service delivery with HR's day-to-day operational needs, including Workday and the broader HR systems landscape.
• Own post-go-live stabilization of Workday, driving adoption, issue resolution, and continuous system optimization.
• Manage, mentor, and develop HR IT managers and staff, including onshore and offshore team members, instilling a service-oriented, customer-first culture.
• Define and lead BlackLine's HR AI strategy, identifying where AI and intelligent agents can transform HR service delivery and the employee experience.
• Build and maintain an AI-centric HR technology roadmap, developing the business case, value drivers, and ROI for each initiative to prioritize investment and secure stakeholder buy-in.
• Design, build, and deploy AI agents and automation across core HR processes (recruiting, onboarding, case management, benefits, payroll support) to move HR toward an AI-centric operating model.
• Partner with HR leadership, HR Operations, the People Team, and enterprise IT/AI teams to identify use cases and build a prioritized HR AI roadmap.
• Evaluate emerging HR AI and agentic technologies, including Workday's native AI capabilities (Workday Illuminate), and make build-vs-buy recommendations.
• Establish governance, security, and data-privacy guardrails for AI agents and automations operating on employee data.
• Own application security for Workday and the broader HR technology ecosystem, including access controls, identity and data security, and vulnerability remediation across HR systems and integrations.
• Oversee provisioning and operation of HR end-user services, integrations, and applications.
• Develop and monitor performance, adoption, and ROI metrics for HR technology and AI initiatives; report trends to executives and HR leadership.
• Manage the HR Technology budget, including AI tooling and vendor investment.
• Establish and maintain vendor relationships, negotiate services, and manage SLAs with Workday and AI/automation vendors.
• Support audit, compliance, and data governance activities related to HR systems and AI use.
• Partner with enterprise IT and security teams to extend HR IT expertise and support to other enterprise systems and initiatives outside of HR, as business needs require.

What You'll Bring:

• Proven experience leading HR Information Technology or HRIS operations, ideally through a Workday implementation or post-go-live stabilization.
• Hands-on experience with Workday (HCM, and ideally payroll, recruiting, or other modules) and the broader HR technology ecosystem.
• Strong understanding of end-to-end, hire-to-retire HR processes (recruiting, onboarding, core HR, payroll, benefits, performance, and offboarding) and how technology and AI support each stage.
• Familiarity with Workday's integration platform (Workday Integration Cloud, including Enterprise Interface Builder (EIB) and Workday Studio) and Workday's AI platform (Workday Illuminate).
• Demonstrated experience building and deploying AI agents, automations, or AI-driven solutions in an enterprise setting (HR domain preferred).
• Strong understanding of AI/ML, generative AI, and agentic AI concepts, and how to apply them responsibly to HR processes and data.
• Technical proficiency with APIs and agent-integration protocols (e.g., REST/SOAP APIs, Model Context Protocol (MCP)) to connect AI agents securely and reliably with Workday and other enterprise systems.
• Experience developing and executing a technology or AI strategy and roadmap, with the ability to translate it into an actionable plan for stakeholders.
• Experience building business cases and quantifying business value/ROI for technology and AI investments to inform prioritization and secure funding.
• Strong leadership, mentoring, coaching, and people management skills.
• Experience managing and developing offshore or distributed teams, with the ability to drive consistent performance and culture across time zones.
• Ability to communicate complex technical and AI concepts in both technical and non-technical language to executives and HR stakeholders.
• Experience managing vendor relationships and evaluating emerging HR technology/AI platforms, including build-vs-buy decisions.
• Familiarity with data privacy, security, and compliance considerations related to employee data and AI systems.
• Working knowledge of application security practices - access controls, identity management, and vulnerability management - within enterprise SaaS environments.
• Strong compliance orientation, with a hands-on, roll-up-your-sleeves approach - willing to work in the details alongside the team, not just direct from a distance.
• Excellent project management skills with the ability to manage large, complex, cross-functional initiatives.
• Ability to work with individuals at all levels across the organization and drive change management.
• Experience partnering with HR Operations and HR business stakeholders to translate operational needs into IT and AI solutions.
• Ability to multi-task and manage competing priorities in a fast-paced environment.
• Flexibility and enterprise-wide mindset, with willingness to support IT systems and initiatives beyond HR when needed.

Salary Range:
$260,000.00-$325,000.00

Pay Transparency Statement:

Placement within this range depends upon several factors, including the applicant's prior relevant job experience, skill set, and geographic location.

In addition to base pay, BlackLine also offers short-term and long-term incentive programs, based on eligibility, along with a robust offering of benefit and wellness plans.

We are committed to pay transparency and ensuring candidates have clear information about compensation expectations. For roles that include variable incentive components such as an Incentive Compensation Plan (ICP) or On-Target Earnings (OTE), the compensation structure may follow a split model - for example, a 50/50, 70/30, or 60/40 ratio between base salary and variable incentive.