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Where Law and Innovation Meet

At Epstein Becker Green, you’ll build a career at the intersection of workforce management, health care, and life sciences. Since our founding in 1973—and across offices in key markets nationwide—we’ve taken an industry-focused approach to counseling, litigation, and regulatory work. From day one, you’ll contribute to high-impact projects across firm and client initiatives for organizations ranging from emerging companies to large enterprises, with access to mentorship and training and clear paths to expand your skills and responsibilities. You’ll join collaborative teams grounded in respect, inclusion, and practical problem-solving—so you can do your best work and see the results in real client outcomes.

Our reputation is reflected in independent rankings and awards, but we measure success by the impact you can make and the colleagues who help you make it. Our model supports cross-office collaboration, modern knowledge tools, and opportunities to explore adjacent practices and industry issues as your interests evolve. If you’re seeking a place to do sophisticated work, learn from supportive colleagues, and build a career with flexibility and purpose, look to Epstein Becker Green.

Summary
The HR Technology Manager is responsible for the strategy, governance, and management of the firm’s Human Resource Information Systems and related HR technologies. This role oversees the design, implementation, integration, and optimization of HR technology solutions to ensure accurate data management, operational efficiency, and meaningful workforce analytics.

Operating within a client service model, the HR Technology Manager partners closely with HR business partners and functional leaders across recruiting, benefits, talent development, and other HR teams to understand their operational needs and deliver technology solutions that support their work across the employee lifecycle.

The HR Technology Manager also serves as the functional owner of the firm’s HR technology ecosystem, leading the firm’s HR technology transformation and identifying opportunities to leverage automation, artificial intelligence, and emerging technologies to improve productivity, streamline workflows, and enhance decision making across the HR function.

Responsibilities

HR Technology Strategy and Governance

• Owns the firm’s HR technology roadmap and partners with HR leadership to align systems with organizational priorities.
• Establishes team processes, standards, and governance to ensure consistent, efficient, and high-quality system administration, troubleshooting, and support across HR technologies.
• Serves as the liaison between HR, Information Technology, external vendors, and other stakeholders on HR technology initiatives.
• Partners closely with HR business partners and functional leaders across recruiting, benefits, talent development, and other HR teams to support their technology needs and enhance the effectiveness of HR programs.
• Leads the evaluation, selection, and implementation of HR technologies and system enhancements.
• Establishes governance, standards, and documentation for HR systems architecture, integrations, and data management.
• Evaluates opportunities to leverage artificial intelligence, automation tools, and digital agents to improve HR productivity and decision making.

HRIS Operations and Systems Management

• Oversees HR data management processes including employee data updates, vendor file integrations, and payroll and benefits interfaces.
• Ensures documentation of system procedures, workflows, and controls.
• Manages system configurations, integrations, upgrades, and testing of new functionality.
• Ensures HR systems support operational processes across the employee lifecycle and enable HR teams to work efficiently and effectively.

• Leads HR technology implementations and enhancements including requirements gathering, project planning, solution design & process mapping, testing, and deployment.
• Develops and manages project plans, timelines, and implementation roadmaps for HR technology initiatives.
• Drives projects forward with a strong sense of urgency and accountability.

Reporting and Workforce Analytics

• Oversees development of HR dashboards, reports, and data models used by HR leadership and firm management.
• Ensures accurate and timely reporting for internal leadership and external surveys.
• Guides the development of analytics that provide meaningful insights into workforce trends and talent strategy.

Required Skills and Qualifications

• 7-10 years of HRIS or HR technology related experience required. College degree preferred.
• Experience managing or administering systems such as ADP Workforce Now, Workday, UKG, or similar systems.
• Strong understanding of HR technology architecture including system configuration, integrations, data structures, and security frameworks.
• Demonstrated project management and implementation experience.
• Familiarity with AI, automation and emerging technologies preferred.
• Strong analytical and problem solving capabilities with the ability to translate business needs into technology solutions.
• Excellent verbal and written communication skills.
• Strong interpersonal and stakeholder management capabilities.
• Strong organizational skills and attention to detail.
• Proficiency with Microsoft Office applications including advanced Excel.

Physical Requirements:

Prolonged periods of sitting at a desk and working on a computer.

Compensation:

The expected salary range for this position ranges from $160,000 – 190,000. It is not typical for offers to be made at or near the top of the range. Salary offers are based on a wide range of factors including relevant skills, training, experience, education, and where applicable, licensure or certification obtained. Market and Firm factors are also considered. In addition to the base salary and a generous employee benefits package, successful candidates are eligible to receive a discretionary bonus.

Epstein Becker Green is an equal opportunity employer and will consider qualified applicants with criminal histories in a manner consistent with the requirements of applicable fair chance laws.