Sr. Manager, Technology and AI Enablement

Your Role

The People & Engagement Technology team is a critical member of the Corporate Platform in the IT Applications organization and is responsible for providing technical and functional leadership for multiple HR Technology products within the Corporate Platform. The team delivers product and system solutions that support digital transformation, automation, application security, regulatory compliance, and enduser support. The Sr. Manager, People Technology and AI Enablement is a strategic, solution driven, and resultsoriented leader accountable for the ownership, stability, and continuous evolution of Workday Compensation, Benefits, and Payroll.

This role leads a midsize team of HR Technology professionals and serves as the functional and solution leader for Total Rewards and Payroll across the enterprise.

In this role, you will work collaboratively across People & Engagement COEs, enterprise IT, Finance, Analytics & Reporting, Planning, and external partners to evaluate vendor solutions, design, build, and implement technology solutions, and enhance deployed applications. You will also play a key role in operationalizing AIenabled capabilities and agentassisted workflows to improve accuracy, efficiency, compliance, and employee experience.

Our leadership model is about developing great leaders at all levels and creating opportunities for our people to grow - personally, professionally, and financially. We are looking for leaders that are energized by creative and critical thinking, building and sustaining high-performing teams, getting results the right way, and fostering continuous learning.

• Requires a bachelor's degree or equivalent experience with a minimum of 10 years of relevant HR technology experience, including at least 4 years of people management
• Strong understanding of Human Resources functions, Total Rewards, Payroll, and endtoend HR business processes
• A minimum of 5 years of handson Workday experience including configuration, optimization, and post-implementation ownership
• Advanced expertise in Workday Compensation, Benefits, and Payroll
• Demonstrated experience embedding AI and agentic capabilities into HR operations, including the design and enablement of intelligent automation, event-driven orchestration, decision augmentation, and autonomous or semi-autonomous agents to enhance compensation, benefits, and payroll processes
• Significant experience leading complex, enterprise wide system implementations or major enhancements
• Proven ability to lead through influence, manage stakeholders, and deliver measurable outcomes with urgency and accountability
• Critical thinker with the ability to develop multi-year product and technology roadmap and innovative solutions
• Demonstrates a strong bias for action, delivering measurable outcomes with urgency and accountability while maintaining quality and compliance
• Ability to lead through influence, manage stakeholders, and serve as a leader across People & Engagement projects
• Advanced knowledge and skills including technical or functional expertise, business acumen, risk management, delegation skills, and decision-making skills
• Experience with building high-performance teams by providing guidance, coaching, and training to team members
• Excellent verbal / written communication, collaboration, analytical and presentation skills
• Advanced expertise in Workday HCM, Security, Reporting, and Integrations preferred
• Experience with APIs, web services (REST/SOAP), Mule Soft middleware or Workday Studio preferred
• Strong understanding of HR data models, data governance, privacy, and compliance requirements preferred
• Experience with Workday dashboards, Prism Analytics, Tableau, Power BI, or similar tools preferred
• Knowledge of cloud architecture, SSO, and security protocols (SAML, OAuth) preferred
• Experience working in Agile or product-oriented delivery models using tools such as Jira and Confluence preferred

This role requires employees to be in-office based on our hybrid workplace model, balancing purposeful in-person collaboration with flexibility. For most teams, this means coming into the office two days each week.

Employees living more than 50 miles from an office location will work with their manager to determine in-office time based on business need.