Director, Human Resources Technology

Job description

HealthPartners is hiring a Director, Human Resources Technology. This position leads the strategy, governance and optimization of HealthPartners' HR technology across the organization. Reporting to the Vice President, HR Operations, the Director is the accountable business owner for HR systems, focused on standardizing processes, strengthening data integrity and controls, and applying automation and AI to improve the colleague experience.
The key components of this role are:
• HR technology strategy and governance
• Develops and executes the HR technology roadmap aligned with organizational priorities.
• Leads HR technology governance, including demand intake, prioritization, business cases and capacity planning.
• Evaluates new capabilities, including Oracle quarterly releases, AI and automation, and recommends adoption based on value and risk.
• Develops and manages the HR technology budget, including licensing, vendor services and capital requests.
• Platform ownership and optimization
• Serves as accountable business owner for Oracle Cloud HCM, Cornerstone, HR/Payroll ServiceNow and related HR platforms.
• Oversees configuration of business processes, workflows, approvals, notifications and security roles.
• Owns release management, including impact assessment, regression testing and communication of changes.
• Retires customizations and workarounds, and supports enterprise standardization of system based HR processes and organizational structures.
• Ensures system readiness for annual cycles, including open enrollment, compensation and performance.
• Integrations, data and reporting
• Owns the HCM side of integrations with internal partners and external vendors .
• Establishes HR data governance, including data definitions, ownership, quality standards and audit routines.
• Partners with analytics leaders to deliver trusted self-service reporting and workforce analytics.
• Security, compliance and controls
• Owns HR, MSS and ESS role-based security design, access provisioning and periodic access reviews.
• Ensures HR systems meet regulatory and internal audit requirements.
• Maintains system documentation, controls, runbooks and business continuity plans, and serves as accountable owner for HR system audits.
• Team and vendor leadership
• Builds, leads and develops a high-performing team with functional, technical and consultative skills, and defines roles, career paths and succession.
• Sets service levels for incident and request resolution, and reports performance to HR leadership.
• Manages implementation partners, managed-service providers and software vendors, including contracts, statements of work and performance.
• Partners with IT on architecture review, change control and support models.

MINIMUM QUALIFICATIONS:
• Education, Experience or Equivalent Combination:
• Bachelor's degree in Human Resources, Business, Information Systems or a related field, or an equivalent combination of education and experience.
• 10 years of progressive HRIS or HR technology experience, including two years of leadership experience.
• Three years of Oracle Cloud HCM experience in a large, complex organization.
• Knowledge, Skills, and Abilities:
• Knowledge of end-to-end HR processes and their dependencies on payroll and timekeeping.
• Knowledge of HR system integrations, security, data governance and regulatory requirements.
• Skill in managing vendors, contracts and technology budgets.
• Ability to translate business needs into system solutions and explain trade-offs to executives.
• Ability to lead teams, set priorities and drive adoption of change.

PREFERRED QUALIFICATIONS:
• 3 years of direct people leadership of HR technology or HRIS professionals.
• Experience in a health system or other large, multi-entity employer.
• Experience deploying AI, automation or digital assistants in HR.
• Master's degree; Oracle HCM, PMP or Prosci certification.

*Job description rankings/percentages are intended to reflect normal averages over an extended period of time, and are subject to daily variances. Quality and efficiency standards should at no time be compromised to meet the average expectations expressed above. Job descriptions are subject to change to accommodate organization or department needs.