Senior Manager,HR Technology & Integration | Hybrid NY Job Layton area,Utah USA,IT/Tech

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 Responsibilities

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, 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 and 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.

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.

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 data 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…

Senior Manager, HR Technology & Integration | Hybrid NY