Senior Manager, HR Technology & Integration | Hybrid NY

Key Responsibilities

• Integration Ownership & Architecture (PRIMARY)
  • Define and own end-to-end HR system integration architecture across Workday vendor platforms (benefits, LOA, learning, etc.) and case management systems (HRA, Service Now).
  • 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.
• System Configuration & Workflow Alignment
  • Partner with HR Technology to define and influence system configuration to ensure workflows align with HR processes.
  • Identify and correct configuration issues that drive manual work, errors, or confusion.
  • Ensure system behavior supports standardized processes across onboarding, LOA, and case management.
• 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 integrations support core business processes such as onboarding, payroll, and compliance.
  • Eliminate duplicate data entry and manual handoffs across systems.
• 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.
• 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.
• Data Architecture & Integrity
  • Define and enforce HR data standards, including system of record ownership and data definitions.
  • Ensure consistency between HR systems, vendor systems, and reporting/data environments.
  • Partner with People Analytics and enterprise data teams to align HR data with broader data architecture (e.g., Lakehouse strategy).
• 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.
• 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.
• Governance & Documentation
  • Establish and maintain documentation of system integrations, data flows, and system dependencies.
  • Define ownership, SLAs, and escalation paths for integrations.
  • Support governance processes that prevent system fragmentation and duplication.
• 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, and documentation.

• Mandatory:
  Bachelor’s degree from an accredited institution or equivalent experience in HR technology, systems integration, or enterprise applications.
• 7–10+ years in HR technology, systems integration, or enterprise applications.
• Deep understanding of HR systems;
  Workday experience required.
• Strong experience with APIs, integrations, and middleware (e.g., Workato, Mule Soft). 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 and to lead and develop teams.
• Preferred:
  Experience in healthcare or regulated environments, enterprise data architecture or data warehouse platforms, HR service delivery or operations environments, Agile or scaled Agile environments, and experience building capability within HR Technology teams.

Competitive…