Director, People Operations and Technology

HR Technology (Workday Ownership):

• Maintain and optimize HRIS (Workday) as the system of record; drive roadmap, release management, and tenant configuration standards. 
• Lead HCM configuration across core processes, including Performance, Compensation, Learning, Onboarding and Offboarding, and Job Changes. 
• Job Architecture Governance including: maintain job families, job profiles, management levels, titles, and compensation alignment; manage change control. 
• Service delivery and case management: oversee HR ticket intake, SLAs, and the service catalog; monitor trends to reduce case volume through self service and automation. 
• Manage onboarding in Workday and onboarding of employees onto PEO or EOR when applicable. 
• Data governance: ensure data quality, audit readiness, and documentation integrity within Workday; define ownership, validations, and reconciliation routines. 
• Structural changes: create, edit, and inactivate cost centers; design and maintain Supervisory Organizations and security roles; coordinate downstream integrations and approvals. 
• Maintain Workday security model health and partner with IT on SSO, integrations, and incident response. 

Process Optimization:

• Partner across People + Culture to redesign people processes to meet updated business needs, deliver continuous improvement, drive more automation, etc.; Lead the configuration of Workday to enable these updated processes 
• Own the HR operations calendar, aligning reviews, bonuses, and merit cycles with fiscal timelines and business priorities. Develop plan (timing, roles / responsibilities) to engage cross-functional partners at the right moments to deliver against this calendar. 
• Partner with HRIS and Payroll to streamline workflows in Workday and connected platforms, such as Practice Engine and SharePoint. 

Policy & Compliance (oversight and governance):

• Provide governance for HR policy lifecycle, ensuring policies are current, accessible, and aligned with federal, state, and international labor requirements. 
• Partner with Legal, Compliance, and HRBP teams on reviews and policy audits; ensure change communication and training plans are in place. 

M&A Collaboration:

• Work closely with the Director of M&A People Operations to ensure timely delivery of M&A deliverables and compliance with Aprio process and operations 

Stakeholder leadership, analytics, and vendors:

• Build trusted partnerships across People + Culture, Finance, IT, Payroll, , and business leaders; translate needs into Workday and process solutions. 
• Define and publish operational KPIs, such as case SLAs, data quality, and processing times. 
• Manage HR technology vendor relationships, contracts, and budgets; evaluate new tools and integration opportunities. 

Qualifications:

• 10 or more years in HR Operations or HR Systems, including 5 or more years leading Workday HCM configuration and governance. 
• Strong understanding of HR processes and resulting business outcomes 
• Demonstrated job architecture stewardship and experience with structural objects. 
• Experience leading and developing a growing team of Workday experts and process optimization team members 
• Track record of process re-engineering, service delivery design, and policy governance. 
• Experience with PEO or EOR models and global compliance considerations. 
• Ability to communicate effectively with both technical and non-technical stakeholders to align needs and solutions. 
• Experience partnering on M&A diligence and Day 1 through Day 180 planning.

Preferred Qualifications:

• Exposure to audit and compliance frameworks related to HR data. 
• Professional services or multi-country experience. 
• Leadership competencies 
• Strategic Architect: designs scalable and resilient HR ecosystems. 
• Execution and Stewardship: balances speed with stability and clear governance. 
• Head and Heart communicator: clear, concise, warm, and accessible. 
• Cross-functional collaborator: aligns HRBP, Legal, Compliance, IT, Finance, Payroll, and M&A teams. 
• Data-driven operator: uses metrics to prioritize work and demonstrate impact.