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Vice President Strategy Operations Jobs in Kansas

IMI

Vice President, Project Operations

Topeka, KS · On-site +1

VP of Project Operations About the Role The VP of Project Operations leads the end-to-end execution engine for DCS Core, overseeing engineering, project management, and site operations. This leader ...

Harris

$118K - $152K/yr

The VP of Customer Support reports to the Senior Vice President of Operations and serves as a peer to the Executive Leadership Team. The role requires a leader who can translate company strategy into ...

Advanced Utility Systems

$118K - $152K/yr

The VP of Customer Support reports to the Senior Vice President of Operations and serves as a peer to the Executive Leadership Team. The role requires a leader who can translate company strategy into ...

Harris

$118K - $152K/yr

The VP of Customer Support reports to the Senior Vice President of Operations and serves as a peer to the Executive Leadership Team. The role requires a leader who can translate company strategy into ...

Unbound

Vice President of Philanthropy

Kansas City, KS · On-site

The VP will align strategy, systems, and teams to cultivate meaningful donor relationships and translate generosity into lasting impact. This leader will inspire and develop a collaborative, results ...

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Vice President Strategy Operations information

What is the difference between Vice President Strategy Operations vs Director of Strategy?

AspectVice President Strategy OperationsDirector of Strategy
Required CredentialsBachelor's degree, MBA often preferred; extensive experience in strategy and operationsBachelor's or Master's degree; experience in strategic planning
Work EnvironmentSenior leadership, cross-departmental collaboration, executive meetingsStrategic planning teams, department leadership, project management
Employer & Industry UsageLarge corporations, multinational companies, industries like finance, tech, healthcareMid to large organizations, consulting firms, corporate strategy departments

The Vice President Strategy Operations typically holds a higher leadership role with broader responsibilities overseeing strategy and operational execution at an executive level. The Director of Strategy focuses more on strategic planning and project implementation within specific departments. Both roles require strategic expertise, but the VP is more senior with greater influence on company-wide decisions.

What job categories do people searching Vice President Strategy Operations jobs in Kansas look for? The top searched job categories for Vice President Strategy Operations jobs in Kansas are:
What cities in Kansas are hiring for Vice President Strategy Operations jobs? Cities in Kansas with the most Vice President Strategy Operations job openings:
Vice President Strategy Operations jobs near you

Vice President, HR Tech Strategy & Operations

Mariner

Overland Park, KS • On-site

Full-time

Medical, Retirement

Posted 6 days ago

Job description

Vice President, HR Technology Strategy & Operations
The Vice President, HR Technology Strategy & Operations is a senior HR leadership role responsible for developing and executing the organization's HR technology strategy, operational excellence, compliance framework, and employee administration functions. We are seeking a leader with deep Oracle HCM Cloud experience who can guide the continued evolution of Oracle as the organization's primary system of record for HR and workforce data.
This role provides strategic and operational leadership across HR technology and systems, benefits, payroll, onboarding and offboarding, acquisitions and divestitures, HR operations, compliance, workforce data governance, analytics, and HR service delivery.
As a key member of the HR leadership team, the VP partners closely with the SVP, Deputy CHRO, HR leadership, and cross-functional leaders to build scalable, efficient, and compliant people processes that support organizational growth, enhance the employee experience, and drive business performance.
Key Responsibilities
HR Technology Strategy & Digital Transformation
  • Develop and execute a multi-year HR technology strategy aligned with business objectives, workforce needs, and the organization's broader technology roadmap.
  • Provide strategic and operational leadership for Oracle HCM Cloud as the primary system of record for HR data, including system design, configuration, testing, deployment, optimization, and post-go-live support.
  • Lead the governance, optimization, implementation, and ongoing management of HRIS/HCM, payroll, workforce planning, recruiting, benefits, talent management, and employee experience platforms.
  • Optimize Oracle HCM Cloud capabilities and data flows across Core HR, Payroll, Absence Management, Talent Management, Recruiting, and Benefits to create an integrated employee lifecycle experience.
  • Translate business and operational requirements into Oracle HCM configurations, business rules, approvals, workflows, and automation that simplify HR processes and improve the employee and manager experience.
  • Lead major Oracle HCM upgrades, quarterly patching cycles, and release management, including stakeholder communication, test planning, change readiness, cutover strategy, and post-release support.
  • Evaluate and deploy emerging technologies, automation solutions, AI capabilities, and digital tools that improve HR effectiveness, organizational capacity, and employee engagement.
  • Drive automation, process digitization, AI adoption, and continuous improvement across HR operations.
  • Partner with IT, Finance, Legal, Compliance, and business leaders to ensure HR technology solutions are secure, scalable, integrated, and aligned with enterprise standards.
  • Oversee the integration of Oracle HCM Cloud with third-party platforms, including payroll providers, benefits platforms, learning management systems, recruiting and background-check tools, and timekeeping systems.
  • Guide the use of APIs, HCM Extracts, middleware, and other integration capabilities to maintain data integrity and seamless end-to-end workflows.
  • Lead relationships with Oracle, implementation partners, and HR technology vendors, including vendor selection, contract negotiations, statements of work, delivery governance, system performance, and technology investment planning.
  • Evaluate cost, capability, risk, and business-value tradeoffs when making HR technology and vendor decisions.
Strategic Leadership
  • Serve as a trusted advisor to the CHRO, SVP, Deputy CHRO, and members of the enterprise leadership team.
  • Develop and lead a high-performing organization across HR technology, HR operations, compliance, payroll, benefits, and analytics.
  • Establish annual goals, budgets, resource plans, and strategic priorities for assigned functions.
  • Lead cross-functional initiatives that support business transformation, operational efficiency, workforce effectiveness, and organizational growth.
  • Bring curiosity and a forward-looking perspective to emerging technology, proactively identifying new ideas and capabilities that can improve how HR operates.
  • Operate effectively through ambiguity, balancing strategic direction with the ability to test, learn, and adjust as organizational needs and technology evolve.
  • Foster a culture of accountability, innovation, inclusion, customer service, and continuous improvement.
HR Operations & Service Delivery
  • Provide strategic leadership for HR operations, employee administration, and service delivery, including compensation, benefits, payroll, HCM, onboarding, compliance, and acquisition integration.
  • Design and optimize scalable HR processes supporting the entire employee lifecycle, from onboarding through offboarding.
  • Establish and maintain HR service-delivery models, shared services, and centers of excellence that improve the employee and manager experience.
  • Drive process standardization, automation, and operational excellence across HR functions.
  • Establish service standards, operational metrics, and performance dashboards to measure effectiveness, responsiveness, quality, and employee experience.
  • Ensure the integrity, accuracy, confidentiality, and appropriate use of employee records and workforce data.
  • Partner with HR leadership to support organizational growth, mergers and acquisitions, restructuring, and workforce transformation initiatives.
Oracle HCM Governance, Data & Integrations
  • Establish governance and data-stewardship practices for Oracle HCM Cloud, including master data standards, data ownership, security roles, audit controls, reporting standards, and data lineage.
  • Ensure Oracle HCM data and system controls support regulatory compliance, workforce analytics, and enterprise reporting requirements.
  • Create governance structures for system configuration, enhancement requests, integrations, releases, testing, and change management.
  • Oversee the design and maintenance of reliable integrations between Oracle HCM and internal or third-party systems.
  • Partner with IT, Information Security, Legal, Finance, and Compliance to maintain appropriate access, privacy, security, retention, and control standards.
  • Ensure issues involving data quality, system performance, integrations, and controls are identified, prioritized, and resolved effectively.
Benefits & Payroll Administration
  • Provide oversight and direction for benefits and payroll strategy and administration, ensuring competitive, compliant, accurate, and cost-effective programs.
  • Lead vendor relationships for health, welfare, retirement, and wellness programs.
  • Oversee payroll operations to ensure timely, accurate, and compliant payroll processing.
  • Optimize the use of Oracle HCM Cloud across Payroll, Benefits, Absence Management, and Core HR.
  • Ensure effective integration among compensation, benefits, payroll, finance, and HR systems.
  • Establish and maintain strong partnerships with key stakeholders across Finance, Legal, Compliance, and Technology.
Onboarding, Acquisitions & Employee Experience
  • Provide oversight and leadership for enterprise onboarding programs and processes, ensuring a seamless and engaging new-hire experience.
  • Directly manage the Director of Acquisitions & Programs, ensuring effective HR support for acquisitions and divestitures, including due diligence, employee onboarding, data conversion, and integration.
  • Drive process improvements that accelerate employee productivity and organizational integration.
  • Partner with Talent Acquisition and HR Business Partners to create consistent onboarding standards across the organization.
  • Use Oracle HCM Cloud and supporting technologies to automate processes, expand employee and manager self-service, and improve the overall employee experience.
HR Compliance & Risk Management
  • Lead the organization's HR compliance strategy, governance framework, and risk-management programs.
  • Ensure compliance with applicable federal, state, and local employment laws and regulations, including wage and hour requirements, EEO, ADA, FMLA, leave administration, pay transparency, affirmative action, and data privacy requirements.
  • Remain current on legislative and regulatory developments and implement proactive policy, process, and system changes.
  • Partner with Legal, Compliance, Information Security, and other key stakeholders to identify and mitigate employment-related, data, system, and operational risks.
  • Ensure appropriate documentation, audit controls, records retention, regulatory reporting, and system access practices.
Workforce Analytics & Strategic Planning
  • Lead workforce reporting, HR analytics, and people data strategy.
  • Leverage Oracle HCM reporting and analytics capabilities, including OTBI, BI Publisher, or equivalent tools, to deliver actionable workforce insights.
  • Develop executive dashboards and reporting that support workforce planning, organizational decisions, and business performance.
  • Use data to identify workforce trends, organizational risks, operational inefficiencies, and opportunities for improvement.
  • Establish reporting governance and common data definitions that create confidence in workforce information and executive-level analytics.
  • Support organizational planning, restructuring, mergers and acquisitions, and business transformation initiatives.
Leadership & Team Development
  • Directly manage the Director of Payroll & Benefits, Director of Acquisitions & Programs, and HCM/HRIS professionals.
  • Lead and develop teams responsible for HR Operations, HRIS, Benefits, Payroll, Compliance, Onboarding, and HR Analytics.
  • Build organizational capability through succession planning, coaching, mentoring, and talent development.
  • Establish strategic priorities, budgets, resource plans, and performance goals for all areas of responsibility.
  • Foster a culture of operational excellence, accountability, innovation, continuous improvement, and customer service.
Qualifications
Education
  • Bachelor's degree in Human Resources, Business Administration, Information Systems, Organizational Leadership, or a related field required.
  • Master's degree in Business Administration, Human Resources Management, Information Systems, or a related discipline preferred.
Experience
  • 12+ years of progressive Human Resources leadership experience.
  • 7+ years of senior-level leadership responsibility within HR operations, HR technology, compliance, or related functions.
  • Proven experience leading Oracle HCM Cloud implementations and ongoing operations as the primary system of record for HR and workforce data.
  • Deep functional knowledge of Oracle HCM Cloud, including Core HR, Payroll, Absence Management, Talent Management, Recruiting, and Benefits.
  • Demonstrated experience leading large-scale HR technology implementations, digital transformation initiatives, system upgrades, patching cycles, release management, testing, deployment, and post-go-live support.
  • Experience translating business requirements into Oracle HCM configurations, business rules, approvals, workflows, reporting, and automation.
  • Track record integrating Oracle HCM Cloud with external vendors and enterprise applications through APIs, HCM Extracts, middleware, or similar integration capabilities.
  • Experience establishing Oracle HCM data governance, master data standards, security roles, audit controls, reporting standards, and data lineage.
  • Proven ability to use Oracle HCM reporting and analytics tools, including OTBI, BI Publisher, or equivalent capabilities, to support executive decision-making.
  • Experience managing relationships with Oracle, implementation partners, and technology vendors, including vendor selection, contract and SOW oversight, delivery governance, and cost-benefit decisions.
  • Proven success building and optimizing HR operating models and shared-service environments.
  • Deep knowledge of employment law, regulatory compliance, HR governance, and risk-management practices.
  • Experience managing enterprise-wide programs within complex, multi-state and/or global organizations.
  • Proficiency across a broader HR technology ecosystem, which may include platforms such as Docebo, Ashby, and emerging AI and automation tools.
  • Strong background in workforce analytics, HR reporting, data governance, and executive-level decision support.
  • Demonstrated curiosity about emerging technology and a track record of identifying, testing, and scaling new capabilities-not simply maintaining existing systems and processes.
Preferred Certifications
  • SHRM-SCP, SPHR, or equivalent HR certification.
  • Oracle HCM Cloud certification or demonstrated equivalent functional experience preferred.
  • HRIP or another HR technology certification preferred.
  • Compliance, risk, change-management, or project-management certifications are a plus.
Success Measures
Within the first 12-24 months, the VP will:
  • Deliver a comprehensive HR technology roadmap that improves efficiency, reporting, scalability, and employee experience.
  • Establish a clear strategy and operating model for Oracle HCM Cloud as the organization's primary HR platform and system of record.
  • Improve Oracle HCM functionality, integrations, workflows, data quality, governance, and user experience across the employee lifecycle.
  • Establish disciplined Oracle HCM release management, testing, security, and change-governance practices that reduce risk and minimize business disruption.
  • Enhance HR operational effectiveness through process standardization, automation, AI adoption, and measurable service improvements.
  • Strengthen compliance governance and reduce organizational risk through proactive monitoring, controls, and reliable system processes.

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