Director, HR Tech

Position Summary

The Director, HR Technology is the network leader responsible for establishing and evolving the HR technology capabilities that support scalable, reliable people operations across the UConn Health Community Network. This role sets standards and oversight for how HR platforms are implemented, integrated, secured, and supported as the network grows. The role leads HR systems delivery and long‑term sustainability across core HR functions and integrations, partnering with HR functional leaders, Finance, IT, and implementation partners to translate business priorities into practical system solutions, reporting, security, and data standards.

Current priorities include establishing and integrating the network’s HR systems, including Oracle Cloud HCM and UKG, alongside related integrations and reporting needs. This position is well suited for a senior HR technology leader who combines delivery discipline with practical judgment, and who can partner effectively with IT, peer network HR leaders, local HR teams, and operational stakeholders to implement, sustain, and evolve HR systems that support reliable people operations at scale.

• Bachelor’s degree required (Information Systems, Computer Science, Business, Human Resources, or related field).
• 10+ years of progressive experience in HR technology, HRIS, or enterprise HR systems roles with increasing scope and accountability.
• 5+ years leading enterprise‑level HR technology implementations and/or post‑go‑live optimization, including responsibility for delivery governance, vendor coordination, and cross‑functional stakeholder management.
• Demonstrated experience leading an enterprise HR technology ecosystem, including major HCM platforms (preferably Oracle Cloud HCM), integrations, and downstream dependencies, in coordination with Finance, Supply Chain, IT, and other enterprise functions.
• Proven ability to manage HR technology vendors and support partners across implementation and steady‑state operations, including accountability for integration outcomes, service levels (SLAs), and the use of technology to solve business and operational challenges.
• Strong working knowledge of HR data governance, role‑based security, integrations, reporting, and change control practices.
• Experience establishing and overseeing testing discipline and stabilization expectations (e.g., unit, end‑to‑end, UAT), and driving resolution of complex cross‑system issues through structured governance.
• Strong analytical, problem‑solving, and stakeholder management skills, with the ability to communicate technical concepts clearly to HR and business leaders.

• Master’s degree in Information Systems, Business Administration, Healthcare Administration, or related field.
• Experience in healthcare, academic medical centers, or other highly regulated, labor‑intensive environments.
• Experience with HR systems implementations involving both an HCM platform and a workforce management/timekeeping platform (e.g., Oracle + UKG or comparable combinations).
• Experience leading HR technology vendor management and delivery accountability across system integrators and software providers, including service expectations, issue escalation, and release coordination.
• Experience establishing HR technology support practices (ticketing intake, SLAs, release management, change control) and driving adoption in partnership with HR teams.
• Professional certifications relevant to HR technology (e.g., Workday certification, Oracle Cloud certification, Success Factors certification) preferred.

• Enterprise HR Technology Leadership:
  Thinks across the HR processes and systems; understands HR technology as a foundation for scalable people operations and consistent employee experience.
• Delivery Governance & Execution Discipline:
  Drives clear prioritization, decision paths, and accountability across vendors and stakeholders; maintains rigor across milestones, risks, issues, and dependencies.
• Process‑to‑System Translation:
  Converts HR requirements into workable system outcomes (configuration direction, workflow enablement, reporting expectations, and integration needs)…