Sr Manager, HR Technology

Since 1869 we've connected people through food they love. We’re proud to be stewards of amazing brands that people trust. Our portfolio includes the iconic Campbell’s brand, as well as Michael Angelo’s, Pace, Pacific Foods, Prego, Rao’s Homemade, Swanson, and V8. In our Snacks division, we have brands like Cape Cod, Goldfish, Kettle Brand, Lance, Late July, Pepperidge Farm, Snack Factory, and Snyder’s of Hanover.

Here, you will make a difference every day. You will be supported to build a rewarding career with opportunities to grow, innovate and inspire. Make history with us. Why Campbell’s…

• Benefits begin on day one and include medical, dental, short and long-term disability, AD&D, and life insurance (for individual, families, and domestic partners).
• Employees are eligible for our matching 401(k) plan and can enroll on the first day of employment with immediate vesting.
• Campbell’s offers unlimited sick time along with paid time off and holiday pay.
• If in WHQ – free access to the fitness center.
• Access to on-site day care (operated by Bright Horizons) and company store.
• Giving back to the communities where our employees work and live is very important to Campbell’s.
• Our “Campbell’s Cares” program matches employee donations and/or volunteer activity up to $1,500 annually.
• Campbell’s has a variety of Employee Resource Groups (ERGs) to support employees.

The Sr Manager, HR Technology role is responsible for leading the development, maintenance, governance, and evolution of the portfolio of IT solutions supporting all of Campbell’s Human Resources processes focused on all; HCM activities. The primary activities are:

• Partner with Human Resources to understand business drivers and business capabilities (future and current state) and determine corresponding IT strategies that are required to support them
• Design and lead the implementation/configurationand maintenance of relevant IT capabilities and solutions portfolio based on the HR functional strategy, business capabilities and business requirements
• Develop plans with the HR leadership team to effectively manage the impact the organizational impact (for example, on skills, processes, structures, or culture) and financial impact of the IT capabilities and solutions portfolio.
• Understand technology trends and the practical application of existing, new, and emerging technologies to enable new and evolving HR business and operating models.

• Lead configuration, implementation, maintenance, and enhancement of Workday modules including:
  • Core HCM
  • Talent Management
  • Recruiting
  • Compensation
  • Advanced Compensation
  • Payroll
  • Benefits
  • Absence Management
  • Learning
  • Reporting & Analytics
  • Security
  • Integrations
• Ensure system stability, scalability, compliance, and security.
• Oversee release management and adoption of Workday updates.

• Partner with HR leaders and process owners to understand business needs and prioritize solutions.
• Translate business requirements into technology capabilities and implementation plans.
• Advise stakeholders on best practices and Workday functionality.

• Lead internal Workday analysts, administrators, and consultants.
• Manage relationships with Workday, implementation partners, and managed service providers.
• Mentor team members and foster technical and functional expertise.

• Oversee incident, problem, enhancement, and service request management.
• Establish governance processes and service level expectations.
• Ensure compliance with audit, security, and data privacy requirements.

• Direct Workday implementation and optimization projects.
• Manage budgets, timelines, risks, and resource planning.
• Drive organizational…