Director, HR Technology & Operations

Job Description
JOB SUMMARY
The Director, HR Technology and Operations leads the systems, processes, and services that enable HR to deliver an efficient, reliable, and accessible experience for teammates and leaders.
This role owns the HR technology roadmap, drives effective use of Workday, and consolidates recurring operational HR activities into a consistent service delivery model. Partnering with HR leaders, Information Technology, Finance, Payroll, and business leaders, the Director simplifies processes, improves data quality, expands self-service, and reduces administrative work so HR teams can focus on talent, leadership, and business priorities.
ESSENTIAL JOB RESPONSIBILITIES
Workday Leadership and Optimization
Serve as the HR business owner for Workday, establishing priorities, governance, and standards for system usage and ongoing improvement.
Lead Workday administration and optimization, including business processes, configuration, reporting, testing, and user support, in partnership with IT and functional owners.
Improve teammate and manager self-service through intuitive workflows, clear guidance, and targeted training.
Coordinate Workday releases and enhancements, assessing business value, managing testing, and supporting adoption.
Partner with IT to maintain appropriate security roles, access controls, integrations, and protection of confidential teammate information.
Establish standards for HR data accuracy and consistency, including organizational structures, positions, job profiles, and teammate records.
HR Technology Strategy and Roadmap
Develop and maintain a multiyear HR technology roadmap aligned with business strategy, workforce needs, and HR priorities.
Assess the existing technology portfolio and recommend opportunities to simplify systems, improve integration, and eliminate redundant tools.
Prioritize investments based on teammate experience, operational efficiency, business value, cost, and implementation readiness.
Evaluate automation and AI capabilities that improve HR service delivery, with appropriate human oversight and data protections.
Lead technology selection, implementation, vendor management, and adoption in partnership with IT, Procurement, and HR stakeholders.
Manage the HR technology and operations budget and measure the benefits achieved from investments.
HR Operations and Service Delivery
Design and lead a centralized HR operations model that consolidates recurring administrative work currently distributed across HR teams and business locations.
Define a service catalog, clear process ownership, service standards, escalation paths, and responsibilities across HR Operations, HR Business Partners, Centers of Excellence, and Payroll.
Consolidate and standardize activities such as onboarding administration, teammate data changes, transfers, promotions, offboarding, employment verification, records management, and routine HR inquiries.
Partner with Benefits, Compensation, Talent Acquisition, and Payroll leaders to clarify which administrative activities belong within HR Operations and how work moves between teams.
Establish consistent intake, case management, knowledge resources, and issue resolution practices.
Simplify and document end-to-end processes, reducing duplicate data entry, unnecessary approvals, manual handoffs, and rework.
Maintain appropriate controls and records to support audits, company policies, and applicable requirements.
Leadership, Partnership, and Continuous Improvement
Build, lead, and develop the HR technology and operations team, establishing clear accountability and a strong service mindset.
Partner with HR Business Partners and Centers of Excellence to reduce their administrative workload and improve service to the business.
Design technology and services that are accessible to frontline, store, distribution, and corporate teammates.
Lead change management and communications for new systems, processes, and service delivery practices
Establish performance measures and dashboards covering service responsiveness, transaction accuracy, system adoption, data quality, and productivity.
Use teammate feedback and operational data to identify issues, address root causes, and continuously improve service.
Performs other duties as assigned
MINIMUM REQUIREMENTS
Required Education: Bachelor’s degree in HR, IT or other related areas.
Other Requirements: Relevant Workday training or certifications and experience managing implementation partners or technology vendors.
Minimum Years of Experience: 5 to 8 years of proven experience driving Workday implementation, optimization, or administration, backed by a deep comprehension of HR business processes.
Track record of consolidating and standardizing HR administrative functions across disparate teams, site locations, and business units.
Demonstrated background supporting extensive, distributed hourly workforces within grocery, retail, distribution, hospitality, or dynamic high-volume environments.
Hands-on experience navigating union-represented employee populations and multi-brand or multi-entity organizational models.
Proficiency with process automation, employee self-service tools, knowledge management systems, and HR case management frameworks.
REQUIRED KNOWLEDGE, SKILLS AND ABILITIES
Knowledge
Possess excellent verbal and written communication skills
Understanding of employment laws and regulations applicable to employment data and HR practices
Must have good working knowledge of Microsoft and Google suite
Knowledge of HRIS systems
Basic understanding of HR operations
Skills & Abilities
Proven ability to develop technology roadmaps, manage complex projects, and lead organizational change.
Strong analytical skills and experience using reporting and service metrics to improve performance.
Ability to translate business needs into practical technology and process solutions.
Strong communication, stakeholder managem