SUMMARY:

Reporting to the Director of HR Technology the Manager of HR Technology is a hands-on role responsible for leading the daily operations of Brown University Healths HR Information System (HRIS) team. The manager supports the development of the HR technology strategy and creates associated plans in support of the HRIS team and organizational goals.
Additionally this position will have a critical role in the continued implementation and stabilization of Workday HCM as part our new Enterprise Resource Planning (ERP) platform. The manager will participate in and lead specific areas of the project and post go-live enhancements with a focus on driving operational efficiency and significantly improving the end user experience for our staff leaders contractors and applicants.

EDUCATION & EXPERIENCE:

Bachelors degree in Business Administration HR Management or Information Technology or equivalent work experience.
A minimum of 5 years of related work experience in HRIS required.
Experience in a lead role in one or more complex HR and/or ERP system implementations Workday preferred and/or 1 to 3 years of direct supervisory experience preferred.

QUALIFICATIONS:

Excellent communication and interpersonal skills with the ability to collaborate effectively with stakeholders at all levels.
Proven collaborative leadership style and proficiency in team building and growth; must possess the ability to positively impact peer-to-peer interactions leading by example; ability to effectively address team dynamics and roadblocks that may impede success.
Strong analytical critical thinking and problem-solving skills with the ability to make sound decisions; applied attention to detail and experience translating business needs into technical solutions.
Experience managing projects and ability to prioritize using sound judgment and the ability to work independently.
Proven experience with Human Capital Management platforms with a strong preference for knowledge of Workday or similar SaaS applications.
Understanding of HR Technology or IT governance frameworks that guide platform design decision-making and technology strategy.
Knowledge of data privacy practices that ensure compliance with internal policies and regulatory requirement
Proficiency in Microsoft Excel and other productivity tools such as Microsoft O365 required
Discretion in handling sensitive and confidential information.
Brown University Health is an Equal Opportunity employer. All qualified applicants will receive consideration for employment without regard to race color religion sex national origin age ethnicity sexual orientation ancestry genetics gender identity or expression disability protected veteran or marital status. Brown University Health is a VEVRAA Federal Contractor.
Location: Brown University Health Corporate Services USA: RI: Providence
Work Type: Full Time
Shift: Shift 1
Union: Non-Unio

The Manager of HR Technology will facilitate the execution of system deliverables enhancements and efficiencies across all HR applications and tools. Primary responsibilities include but are not limited to:
Leads and mentors a team of HRIS analysts and key users in day-to-day activities associated with Brown University Health’s primary HR Information System by prioritizing and distributing work and being a point of escalation to help resolve complex problems.
Builds and maintains a strong functional team through effective recruiting training coaching team building and succession planning; prepares and participates in the preparation of staff development and execution plans for each HRIS team member.
Fosters and maintains collaborative relationships with key stakeholders including senior leaders HR Centers of Excellence (COEs) Payroll and Information Services (IS); proactively performs needs assessment to optimize existing HR information and technology platforms with cross-functional input.
Plays a lead role in complex highly visible HR system implementations providing day-to-day support to workstream leads aiding in design decisions aligned to project guiding principles and consults with leadership on complex decisions as necessary.
Supports team in translating broad business requirements into proposed solutions and developing and communicating implementation plans (including but not limited to scope definition timeline deliverables testing plan and sign-off); identifies risks and mitigation strategies as needed.
May serve as a functional technology point-of-contact for assigned functional area; assists subject matter experts with solutions that uphold data integrity and analyzes workflows for process improvement opportunities that contribute to a seamless and intuitive end-user experience.
Frequently collaborates with the Manager of HR Service Delivery and Strategic Initiatives the Manager of Talent Acquisition Operations and the Manager of People Analytics to coordinate efforts to maintain compliance and data integrity in HR systems; identifies root causes for data issues impacting HR dashboards and reports and implements solutions that secure the quality of the data at the point of entry.
Ensures stability of the HRIS through a deep functional and technical understanding of the complexities and interconnectedness of the HCM platform modules; maintains a close partnership with IS to manage the prioritization of open requests system updates and upgrades and evaluate downstream impacts of changes.
In collaboration with the Director of HR Technology supports the evolution of the HR Technology strategy and governance model helping to develop change control processes prioritization matrices and distribution of work; further evolve documentation related to HRIS procedures and processes business requirements and standard operating procedures.
Performs other duties as required.