Vice President, HR Tech Strategy & Operations
The Vice President, HR Technology Strategy & Operations is a senior HR leadership role responsible for developing and executing the organization's HR technology strategy, operational excellence, compliance framework, and employee administration functions. This role provides strategic and operational leadership for Human Resources Information Systems (HRIS and HCM), benefits, payroll, onboarding/offboarding, Acquisitions/Divestitures, HR operations, compliance, workforce data governance, and HR service delivery.
As a key member of the HR leadership team, the VP partners closely with the SVP, Deptury CHRO, HR leadership, and cross-functional leaders to build scalable, efficient, and compliant people processes that support organizational growth, enhance the employee experience, and drive business performance.
Key Responsibilities
HR Technology Strategy & Digital Transformation
Develop and execute a multi-year HR technology strategy aligned with business objectives and workforce needs.
Lead the governance, optimization, implementation, and ongoing management of HRIS/HCM, payroll, workforce planning, and employee experience platforms.
Evaluate emerging technologies, automation solutions, AI capabilities, and digital tools to improve HR effectiveness and employee engagement.
Establish data governance standards, reporting frameworks, and analytics capabilities to support workforce insights and strategic decision-making.
Partner with IT, Finance, Legal, Compliance and business leaders to ensure seamless integration and scalability of HR technology solutions.
Oversee vendor selection, contract management, system performance, and technology investment planning.
Drive automation, process digitization, AI adoption, and continuous improvement initiatives across HR operations.
Oversee HR technology vendors, contracts, service delivery, and technology investment planning.
Strategic Leadership
Serve as a trusted advisor to the CHRO and SVP, Deputy CHRO and enterprise leadership team members
Develop and lead a high-performing team across HR technology, HR operations, compliance, and analytics functions.
Establish annual goals, budgets, resource plans, and strategic priorities for assigned functions.
Lead cross-functional initiatives that support business transformation, operational efficiency, and workforce effectiveness.
Foster a culture of accountability, innovation, inclusion, and continuous improvement.
HR Operations & Service Delivery
Provide strategic leadership for all HR operations, employee administration, and service delivery functions. Includes Compensation, Benefits, Payroll, HCM, Onboarding, Compliance and IGO/Acquisitions
Design and optimize scalable HR processes supporting the entire employee lifecycle from onboarding through offboarding.
Lead HR shared services and operational excellence initiatives to improve efficiency, responsiveness, and employee experience.
Establish service standards, operational metrics, and performance dashboards to measure effectiveness.
Ensure the integrity, accuracy, and confidentiality of employee records and workforce data.
Lead the design and execution of efficient, scalable HR operational processes across the employee lifecycle.
Establish and maintain HR service delivery models, shared services, and centers of excellence that improve employee and manager experiences.
Drive process standardization, automation, continuous improvement, and operational excellence initiatives.
Partner with HR leadership to support organizational growth, mergers and acquisitions, restructuring, and workforce transformation initiatives.
Benefits & Payroll Administration
Provides oversight and direction for benefits and payroll strategy and administration, ensuring competitive, compliant, and cost-effective programs.
Lead vendor relationships for health, welfare, retirement, and wellness programs.
Oversee payroll operations to ensure timely, accurate, and compliant payroll processing.
Ensure effective integration among compensation, benefits, payroll, finance, and HR systems.
Establishes/maintains strong partnerships with key stakeholders in Finance, Legal, Compliance, and Technology
Onboarding, Acquisitions & Employee Experience
Provides oversight and leadership for enterprise onboarding programs and processes to ensure a seamless and engaging new hire experience.
Directly manages Director of Acquisitions & Programs, ensuring HR support for acquisitions and divestitures, to include due diligence and integration.
Drive process improvements that accelerate employee productivity and organizational integration.
Partner with Talent Acquisition and HR Business Partners to create consistent onboarding standards across the organization.
Utilize technology and automation to enhance employee self-service capabilities and overall experience.
HR Compliance & Risk Management
Lead the organization's HR compliance strategy, governance framework, and risk management programs.
Ensure compliance with all applicable federal, state, and local employment laws and regulations, including wage and hour requirements, EEO, ADA, FMLA, leave administration, pay transparency, affirmative action, and data privacy requirements.
Keeps abreast of legislative and regulatory developments and implement proactive policy, process, and system changes.
Partner with Legal, Compliance and other key stakeholders to identify and mitigate employment-related risks.
Ensure proper documentation, records retention, and regulatory reporting practices.
Workforce Analytics & Strategic Planning
Lead workforce reporting, HR analytics, and people data strategy.
Develop executive dashboards and insights that support workforce planning and business decision-making.
Utilize data to identify trends, risks, operational efficiencies, and opportunities for improvement.
Support organizational planning, restructuring, mergers and acquisitions, and business transformation initiatives.
Leadership & Team Development
Directly manages Director of Payroll & Benefits and Director of Acquisitions & Programs, and HCM/HRIS professionals.
Lead and develop teams responsible for HR Operations, HRIS, Benefits, Payroll, Compliance, Onboarding, and HR Analytics.
Build organizational capability through succession planning, coaching, mentoring, and talent development.
Establish strategic priorities, budgets, resource plans, and performance goals for all areas of responsibility.
Foster a culture of operational excellence, accountability, innovation, continuous improvement, and customer service.
Qualifications
Education
Bachelor's degree in Human Resources, Business Administration, Information Systems, Organizational Leadership, or related field required.
Master's degree (MBA, MHRM, or related discipline) preferred.
Experience
12+ years of progressive Human Resources leadership experience.
7+ years of senior-level leadership responsibility within HR operations, HR technology, compliance, or related functions.
Demonstrated experience leading large-scale HR technology implementations and digital transformation initiatives.
Proven success building and optimizing HR operating models and shared service environments.
Deep knowledge of employment law, regulatory compliance, HR governance, and risk management practices.
Experience managing enterprise-wide programs in complex, multi-state and/or global organizations.
Proficiency in Oracle, and various HR technology platforms (Docebo, Ashby, others) and knowledge of digital workforce modules/capabilities and integration of AI tools and platforms.
Strong background in workforce analytics, HR reporting, and data governance.
Preferred Certifications
SHRM-SCP, SPHR, or equivalent HR certification.
HRIP (Human Resources Information Professional) or related technology certification preferred.
Compliance, risk, or project management certifications are a plus.
Success Measures
Within the first 12–24 months, the VP will:
Deliver a comprehensive HR technology roadmap that improves efficiency, reporting, and employee experience.
Enhance HR operational effectiveness through process standardization, automation, and measurable service improvements.
Strengthen compliance governance and reduce organizational risk through proactive monitoring and controls.
Improve workforce data quality, reporting accuracy, and executive-level analytics capabilities.
Build a scalable HR infrastructure capable of supporting organizational growth and transformation.
Establish a high-performing team recognized as a strategic business partner across the enterprise.
Leadership Scope: Direct oversight of HR Technology, HRIS, HR Operations, HR Shared Services, HR Compliance, HR Analytics, and associated vendor relationships and budgets.
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