Opportunities With Top Employers — Powered by Identified Talent Solutions

Senior Director, HRIS / HR Technology

Location: Remote / Team aligned to West Coast hours

Compensation: $225K–$250K base + bonus + equity

We’re partnering with a hyper-growth healthcare organization seeking a strategic HRIS and HR Technology leader to modernize, optimize, and scale its people technology ecosystem.

This is a high-impact leadership role for someone who can act as a true change agent across HR and the broader enterprise. The right person will bring deep Workday expertise, but this role is not limited to Workday ownership. The organization needs a leader who can assess the current HR technology environment, identify opportunities for transformation, improve the end-user experience, and implement additional technologies that help HR better support the business at scale.

The ideal leader has successfully led HRIS transformation, system integrations, technology roadmap development, and enterprise-wide change initiatives. This person should be able to move beyond simply maximizing Workday functionality and think more broadly about how HR technology, automation, AI, integrations, analytics, and process improvement can create a better employee, manager, and HR user experience.

What You’ll Own

• Lead the enterprise HR technology strategy, roadmap, and transformation agenda.
• Own and optimize Workday across HCM, reporting, integrations, workflows, and broader HR operations.
• Evaluate, implement, and integrate additional HR technologies across Talent, Total Rewards, Learning, People Operations, analytics, and employee experience.
• Drive HR technology transformation focused on scalability, automation, process improvement, and user experience optimization.
• Partner closely with HR, IT, Finance, Operations, and executive leadership to build a scalable people technology ecosystem.
• Identify opportunities to use AI, automation, self-service tools, workflow improvements, and analytics to improve HR service delivery and business support.
• Lead enterprise system integrations and ensure HR technology connects effectively across the broader organization.
• Build governance, data integrity, reporting, compliance, and security frameworks across people systems.
• Lead change management, stakeholder adoption, and communication for system enhancements, new platform rollouts, and process transformation.
• Create a scalable HR technology foundation that supports continued company growth.

Ideal Background

• 10+ years of HRIS / HR Technology leadership experience.
• Deep Workday expertise, including configuration, optimization, reporting, integrations, workflows, and roadmap ownership.
• Proven experience leading HR technology transformation, not just system maintenance or enhancement work.
• Experience implementing and integrating HR technologies beyond Workday, such as ATS, LMS, performance management, compensation, workforce analytics, case management, employee experience, or AI-enabled HR tools.
• Strong understanding of how to improve the employee, manager, and HR user experience through technology.
• Experience building scalable HR technology ecosystems in high-growth, multi-state, complex, or regulated environments.
• Ability to assess current-state systems, identify gaps, build a roadmap, and lead execution across multiple stakeholders.
• Strong change management experience with the ability to influence HR, IT, Finance, Operations, and executive leadership.
• Experience with automation, AI initiatives, workflow optimization, or digital HR transformation is highly preferred.
• Healthcare, payer, Medicare Advantage, or highly regulated industry experience is a plus.

What Makes Someone a Strong Fit

The strongest candidate will be someone who has done more than own Workday. They will have led transformation, improved the end-user experience, integrated multiple systems, and built a scalable HR technology roadmap.

This person should be comfortable coming into an evolving environment, assessing what exists today, and determining what technology, processes, integrations, automation, and governance are needed to support the next stage of growth.

This is not a maintenance role. It is a change-agent role for someone who can own HR technology at scale and build across the broader enterprise.