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Hr Technology Jobs (NOW HIRING)

Sempra

HRIS Senior Advisor

Houston, TX · On-site

$84K - $107K/yr

Primary Purpose Senior individual contributor in HR Operations/HR Technology who sets HR technology through governance and enhancement prioritization ensuring solutions meet business and regulatory ...

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How much do hr technology jobs pay per hour?

As of Jun 16, 2026, the average hourly pay for hr technology in the United States is $26.35, according to ZipRecruiter salary data. Most workers in this role earn between $20.67 and $30.53 per hour, depending on experience, location, and employer.

What is the highest paying field in HR?

In HR, executive roles such as HR Director, VP of Human Resources, or Chief Human Resources Officer tend to be the highest paying positions, often earning six-figure salaries. Specialized areas like HR analytics, compensation and benefits management, and HR technology also offer higher compensation, especially with advanced certifications and experience.

What are the key skills and qualifications needed to thrive in the Hr Technology position, and why are they important?

To thrive in HR Technology, you need strong analytical, problem-solving, and project management skills, often supported by a background in human resources, information systems, or related fields. Familiarity with Human Resource Information Systems (HRIS), Applicant Tracking Systems (ATS), and related certifications such as SHRM-CP or HRIP is highly valued. Excellent communication, collaboration, and change management abilities help professionals partner effectively with stakeholders across departments. These skills are critical in ensuring the successful implementation and ongoing support of technology-driven HR solutions that enhance organizational effectiveness.

What does an HR technologist do?

An HR technologist specializes in implementing and managing technology systems used in human resources functions, such as HR software, data analytics, and automation tools. They analyze HR processes, recommend technological solutions, and ensure systems support efficient talent management and compliance. Strong technical skills, knowledge of HR practices, and familiarity with tools like HRIS platforms are essential for this role.

Is HR replaced by AI?

HR professionals use AI to automate tasks such as resume screening, employee onboarding, and data analysis, but AI does not fully replace the human element in HR roles. Human judgment, interpersonal skills, and strategic decision-making remain essential in HR functions. AI tools are designed to support HR professionals, not replace them entirely.

What are some typical responsibilities of an HR Technology professional on a daily basis?

HR Technology professionals are often responsible for maintaining, configuring, and troubleshooting HR systems such as HRIS or payroll platforms, as well as supporting user requests and system upgrades. Daily tasks may include data analysis, preparing reports, partnering with HR and IT teams to optimize workflows, and training end-users on new features or best practices. They may also be involved in implementing new HR technologies or modules, testing system changes, and ensuring data integrity across platforms. This dynamic role requires balancing technical responsibilities with a strong focus on customer service and process improvement.

What is the role of technology in HR?

HR technology involves using software and digital tools to automate and streamline HR processes such as recruitment, onboarding, payroll, and employee management. HR professionals leverage these technologies to improve efficiency, data accuracy, and decision-making capabilities within organizations.

What is an HR Technology job?

An HR Technology job focuses on implementing, managing, and optimizing technology solutions that support human resource functions. This includes HR software, payroll systems, applicant tracking systems (ATS), and data analytics tools. Professionals in this role work to enhance efficiency, streamline processes, and improve the employee experience by leveraging technology. They may collaborate with HR teams, IT departments, and vendors to ensure seamless system integration and performance.

More about Hr Technology jobs
What cities are hiring for Hr Technology jobs? Cities with the most Hr Technology job openings:
What are the most commonly searched types of Hr Technology jobs? The most popular types of Hr Technology jobs are:
What states have the most Hr Technology jobs? States with the most job openings for Hr Technology jobs include:
What job categories do people searching Hr Technology jobs look for? The top searched job categories for Hr Technology jobs are:
Hr Technology jobs near you
Infographic showing various Hr Technology job openings in the United States as of June 2026, with employment types broken down into 70% Full Time, 25% Part Time, and 5% Contract. Highlights an 95% Physical, 2% Hybrid, and 3% Remote job distribution, with an average salary of $54,809 per year, or $26.4 per hour.
Director of Strategic Workforce Planning

Director of Strategic Workforce Planning

USAA

Tampa, FL • Hybrid

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 20 days ago

USAA rating

8.3

Company rating: 8.3 out of 10

Based on 251 frontline employees who took The Breakroom Quiz

34th of 141 rated banks

Job description

Why USAA?

At USAA, our mission is to empower our members to achieve financial security through highly competitive products, exceptional service and trusted advice. We seek to be the #1 choice for the military community and their families.

Embrace a fulfilling career at USAA, where our core values – honesty, integrity, loyalty and service – define how we treat each other and our members. Be part of what truly makes us special and impactful.

We are proud to support active-duty military spouses. USAA roles may offer remote or hybrid flexibility for active-duty military spouses consistent with applicable policy and business needs.

The Opportunity

As the Director of Strategic Workforce Planning, you will lead the development and execution of association-wide, forward-looking talent strategies that directly enable USAA’s business objectives. You will champion a data-driven, capability-focused approach to ensure the organization has the right talent, skills, timing, location, and cost to meet its long-term goals. This role requires a strategic leader who can connect talent, workplace, and technology, and build strong partnerships across HR, IT, Finance, and business leadership to embed workforce planning capabilities across the association.

We offer a flexible work environment that requires an individual to be in the office 4 days per week. This position can be based in one of the following locations: San Antonio, TX, Plano, TX, Phoenix, AZ, Colorado Springs, CO, Charlotte, NC, Chesapeake, VA or Tampa, FL.

Relocation assistance is available for this position.

The Work Ahead

  • Practice Leadership. Lead and develop a high-performing team of workforce planning practitioners. Establish scalable tools, frameworks, and standards to ensure consistency and sustainability of workforce planning practices across the organization. Continuously seek and integrate best practices.

  • Strategic Workforce Planning & Business Alignment. Design and implement near- and long-term workforce strategies aligned with association goals and transformation initiatives. Develop integrated workforce plans that articulate strategic, tactical, and financial goals, dependencies, and scenarios.

  • Workforce Analytics & Data-Driven Decision Making. Leverage advanced analytics and predictive modeling to identify emerging workforce trends and risks. Translate complex data into actionable insights for senior leadership, enabling proactive talent decisions.

  • Workforce Optimization & Technology Integration. Build blended staffing models that incorporate human, AI, and automated resources to meet evolving workload demands. Partner with IT and operations to align workforce capabilities with digital transformation initiatives.

  • Cross-Functional Collaboration & Influence. Collaborate with HR, Technology, Finance, Operations, and other key stakeholders to align workforce planning with association strategy. Serve as a strategic advisor to senior leaders, influencing decisions through data and workforce insights.

  • Integration & Risk Mitigation. Integrate workforce planning with association functions including HR, CFO, CRE, Risk, and Association Planning and drive adoption of practices and process. Ensure planning processes operate within established risk, compliance, and performance thresholds.

  • Consultation & Co-Creation. Act as an internal consultant to business leaders, co-creating workforce strategies that support business growth and agility. Facilitate strategic planning workshops and capability assessments.

  • Capability Development. Build organizational workforce planning capability by training HRBPs and business leaders on tools, frameworks, and best practices. Promote a culture of proactive talent planning and continuous improvement.

What you'll do:

  • Lead and develop a high-performing team of strategic workforce planning practitioners. Establish scalable tools, frameworks, and standards to ensure consistency and sustainability of strategic workforce planning practices across the organization.

  • Design and implement near- and long-term workforce strategies aligned with association goals and transformation initiatives. Drive impact for the businesses and functions through strategic workforce planning. Develop integrated workforce plans that articulate strategic, tactical, and financial goals, dependencies, and scenarios.

  • Leverage advanced analytics and predictive modeling to identify emerging workforce trends and risks. Translate complex data into actionable insights for senior leadership, enabling proactive talent decisions.

  • Build blended staffing models that incorporate human, AI, and automated resources to meet evolving workload demands. Partner with IT and operations to align workforce capabilities with digital transformation initiatives.

  • Collaborate with HR, Technology, Finance, Operations, and other key stakeholders to align strategic workforce planning with association strategy. Serve as a strategic advisor to senior leaders, influencing decisions through data and workforce insights.

  • Integrate strategic workforce planning with association functions including HR, CFO, CREW, Risk, and Association Planning.

  • Act as an internal consultant to business leaders, co-creating workforce strategies that support business growth and agility. Facilitate strategic planning workshops and capability assessments. Serve as a key point of contact for best practices in strategic workforce planning.

  • Build organizational strategic workforce planning capability by training HRBPs and business leaders on tools, frameworks, and best practices. Promote a culture of proactive talent planning and continuous improvement.

  • Ensures risks associated with business activities are effectively identified, measured, monitored, and controlled in accordance with risk and compliance policies and procedures.

What you have:

  • Bachelor's degree in Finance, Business, or Human Resources or related discipline; 4 years of related experience (in addition to the minimum years of experience required) may be substituted in lieu of degree

  • 8+ years of experience in workforce planning, forecasting, or HR analytics including leadership experience

  • 3+ years leading high-performing teams

  • Proven experience developing long-range (3+ years) workforce forecasts and strategic plans

  • Strong business acumen with the ability to anticipate future talent and skill needs

  • Advanced critical thinking, communication, and forecasting skills

What sets you apart:

  • Experience in insurance and/or banking sectors

  • Familiarity with call center and sales workforce dynamics

  • Knowledge of workforce planning technologies and platforms (e.g., Workday, SAP, Oracle)

  • Experience with design thinking and agile methodologies

  • Expertise in integrating human and AI resource planning

Compensation range: The salary range for this position is: $127,310.00 - $243,340.00.

USAA does not provide visa sponsorship for this role. Please do not apply for this role if at any time (now or in the future) you will need immigration support (i.e., H-1B, TN, STEM OPT Training Plans, etc.).

Compensation: USAA has an effective process for assessing market data and establishing ranges to ensure we remain competitive. You are paid within the salary range based on your experience and market data of the position. The actual salary for this role may vary by location.

Employees may be eligible for pay incentives based on overall corporate and individual performance and at the discretion of the USAA Board of Directors.

The above description reflects the details considered necessary to describe the principal functions of the job and should not be construed as a detailed description of all the work requirements that may be performed in the job.

Benefits: At USAA our employees enjoy best-in-class benefits to support their physical, financial, and emotional wellness. These benefits include comprehensive medical, dental and vision plans, 401(k), pension, life insurance, parental benefits, adoption assistance, paid time off program with paid holidays plus 16 paid volunteer hours, and various wellness programs. Additionally, our career path planning and continuing education assists employees with their professional goals.

For more details on our outstanding benefits, visit our benefits page on USAAjobs.com.

Applications for this position are accepted on an ongoing basis, this posting will remain open until the position is filled. Thus, interested candidates are encouraged to apply the same day they view this posting.

 

USAA is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

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