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The Director leads a team of HR technology professionals and partners closely with HR, Payroll, IT, Finance, Cybersecurity, Legal, and external vendors to translate business priorities into scalable solutions, process improvements and measurable outcomes. Success in this role requires enterprise business judgment, strategic technology leadership, strong HR and Payroll process knowledge, and the ability to influence senior stakeholders. The position leads technical delivery through internal specialists and partners rather than serving as the primary Workday configurator or technical architect.Job Responsibilities

1. HR Technology Strategy, Transformation and Governance

Responsible for defining strategy, governance, optimization, and delivery of HR technology solutions.

Key Responsibilities

• Develop and execute the enterprise HR technology strategy, roadmap, and governance framework, ensuring alignment with business and HR priorities.
• Serve as the strategic leader for Workday, responsible for maximizing platform capabilities and long-term value by recommending enhancements that improve process efficiency, automation, user experience, and business outcomes.
• Establish and lead the HR Technology Governance process by collecting enhancement requests from HR, Payroll, and other business stakeholders; facilitating recurring governance meetings; and driving prioritization decisions that align technology investments with enterprise strategy, business value, risk, and resource capacity.
• Partner with Payroll, IT, Finance, and HR Centers of Excellence to design scalable technology solutions that improve business processes and the associate experience.
• Establish and oversee enterprise HR technology governance, including prioritization, configuration standards, releases, security, data integrity, compliance, audit readiness, vendor accountability, change management, and production support.
• Lead SCI's HR AI strategy by identifying, evaluating, governing, and implementing responsible AI and intelligent automation solutions that improve HR operations, service delivery, and the associate experience. Also being the primary liaison between HR and the AI Governance Committee to ensure all solutions are properly prioritized.

2. Team Management

Responsible for leading and developing a high-performing HRIS organization.

Key Responsibilities

• Lead, coach, and develop a team of professionals responsible for Workday configuration, administration, project management, and production support.
• Establish clear goals, priorities, and performance expectations while fostering accountability and continuous learning.
• Build organizational capability through mentoring, succession planning, and professional development.
• Allocate resources and promote collaboration across HR, Payroll, IT, and business leaders to deliver exceptional service and successful technology initiatives.
• Champion a customer-focused culture centered on service excellence and continuous improvement.
• Support organizational change initiatives related to HR technology implementations and enhancements.

3. Vendor Management

Responsible for managing strategic technology partnerships and ensuring vendor performance.

Key Responsibilities

• Manage relationships with Workday and other HR technology vendors, serving as the primary business owner for strategic partnerships.
• Lead vendor selection, contract negotiations, implementation oversight, and ongoing governance. Partner with IT, Cyber Security, and Legal on vendor risk assessments, renewals, and contract management.
• Monitor vendor performance against service level agreements and established business outcomes.
• Evaluate new technologies and vendor capabilities to ensure the HR technology ecosystem remains innovative and aligned with organizational needs.
• Manage vendor budgets and technology investments to maximize return on investment.

• This description is not an all-inclusive list of the essential functions or duties related to this job.

Minimum RequirementsEducation

• Bachelor’s degree in Human Resources, Business, Information Systems, or a related discipline preferred; an equivalent combination of education and relevant experience will also be considered.

Experience

• 10+ years of progressive experience in HR Technology, HR Operations, Payroll, HRIS, or related functions, including experience partnering across multiple HR Centers of Excellence and Payroll to design, implement, and improve HR systems and business processes.
• Demonstrated success leading enterprise HR technology strategy, multi-year roadmaps, Workday implementations, and complex cross-functional technology initiatives.
• Experience with Workday or comparable enterprise HR systems, including system configuration, release management, security, reporting, data integrity, and process controls.
• Demonstrated experience influencing senior leaders and facilitating difficult prioritization decisions across competing business needs.
• Experience developing or implementing AI, automation, or digital-service-delivery strategies within HR or another enterprise function

Knowledge, Skills and Abilities

• Comprehensive knowledge of Human Resources and Payroll business processes, including Talent Acquisition, Core HR, Compensation, Benefits, Payroll, Time & Attendance, Talent Management, Learning, Performance, Absence, and Compliance.
• Advanced knowledge of Workday capabilities, configuration, security, business process design, reporting, and integrations.
• Strong understanding of HR technology governance, enterprise integrations, data management, reporting, security, privacy, and regulatory compliance.
• Knowledge of AI technologies, governance frameworks, and responsible AI practices as applied to Human Resources.
• Ability to translate business requirements into scalable technology solutions while partnering effectively across HR, Payroll, IT, vendors, and executive leadership.
• Highly developed people leadership skills, including coaching, prioritization, accountability, performance management, and team development.
• Strong project management, stakeholder management, and change management skills, with the ability to manage multiple competing priorities without sacrificing quality or delivery.
• Strong analytical, conceptual, and problem-solving skills, with the ability to identify root causes, evaluate options, and implement scalable solutions.
• Strong communication skills, including the ability to influence senior leaders, facilitate cross-functional decisions, and explain technical concepts to non-technical audiences.