HR Technology Consultant

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Be part of an inclusive organization with over 40,000 teammates, whose mission is to improve the health and well‑being of the unique communities we serve.

The HR Technology Consultant serves as the internal bridge between HR, IT, vendors, and business stakeholders to support the successful implementation, optimization, and adoption of HR technology solutions. This role ensures HR systems align with business needs, integrate smoothly with existing platforms, and deliver a positive experience for teammates and administrators. The consultant reviews complex HR‑related business processes and activities, providing detailed analyses to isolate, identify, and understand the basic principles governing various phases of Human Resource Information Systems (HRIS).

They work with functional teams to identify trends and problems, evaluate practices, conceptualize new processes, and build functional requirements for implementation, integration, or conversions. The position recommends, implements, integrates, and manages changes, and communicates the changes to stakeholders to promote optimum efficiency. The consultant may participate in or lead HR‑related projects supporting broad strategic goals and organizational strategies.

• Human Resource Information Systems:
  Process issues received from HR business areas and ISD. Research, analyze, and resolve issues within scope. Formulate and define scope and objectives for HR systems through research, fact‑finding, and understanding of HR business systems and industry requirements. Respond to escalated HCM core application, self‑service, data integrations, and supported HR systems requests and service support cases in a timely and courteous manner.
  
  Research and resolve errors surfaced by application users and integration processes using root cause analysis and support tools such as system/integration documentation, vendor knowledge bases, and user networks. Lead system implementation for HR technologies, ensuring successful deployment and adoption across the organization. Leverage standard process/system capabilities to reduce complexity and customization. Seek guidance only when unable to resolve issues.
• Analysis and Reporting:
  Analyze HR business and user needs, document requirements, and revise existing system logic. Translate high‑level HR business requirements into functional specifications for HRIS leadership and ISD, managing changes to specifications. Lead test plan management and execution. Assist in HR business process redesign and documentation as needed. Develop moderate‑complexity reports and ad‑hoc reporting requests.
• Consultation and
  
  Collaboration:
  
  Negotiate agreements and commitments by facilitating communication between HR business units, HRIS team, and ISD from requirements gathering to implementation. Prioritize based on team member needs, management deadlines, and business impact. Mentor and lead HRIS team members on best practices, including one‑on‑one training. Serve as a liaison for other HR teams to address complex HRIS issues.
• Problem Solving & Implementation:
  Develop recommendations with supporting facts for best action. Apply structured, modular, multi‑phased methods for development and implementation. Reduce complexity. Coordinate implementation timelines, testing, data migration, and go‑live activities for HR systems. Lead user acceptance testing and ensure functionality meets HR and business needs.
• Trainings:
  Develop and coordinate training and documentation materials; utilize technologies to enhance the customer experience. Facilitate end‑user navigation and functional training for HR systems.
• Project Management:
  Manage program and project assignments independently or collaboratively. Identify HRIS issues and develop strategies to address them before they become critical. Keep supervisor informed of status and potential problems. Maintain documentation, process maps, and implementation risks. Ensure assignments are completed on time within agreed delivery dates.

• Bachelor's degree in a related field.