Associate Director of HR Systems & Technology- 3660001

AMS Staffing•New York City, NY

42d•Hybrid

About The Position

A leading global professional services organization is seeking an experienced Associate Director of HR Systems & Technology to provide strategic and operational leadership for its HR technology environment. This is a highly visible role responsible for both the ongoing management of existing HR platforms and the evaluation, selection, implementation, and optimization of new technology. The Associate Director will work closely with senior HR leadership and business partners across Human Resources, Benefits, Talent Management, Payroll, Finance, IT, and other functions. The successful candidate will combine strong HR technology expertise with project leadership, systems implementation, data management, process improvement, and stakeholder-management skills. Significant experience with Workday is strongly desired, along with exposure to ADP HCM/Enterprise solutions and other HR applications. The position will also play an important role in evaluating automation, artificial intelligence, and emerging technologies that can improve HR operations, analytics, and decision-making.

Requirements

Bachelor's degree required
7+ years of progressive experience implementing, configuring, supporting, and enhancing cloud-based HR technology platforms.
Strong hands-on knowledge of Workday is highly preferred.
Experience with ADP Enterprise or comparable ADP HCM/payroll technology is strongly preferred.
Experience with Workday functionality such as Core HCM, Benefits, Compensation, Recruiting, Reporting, Security, Business Processes, and integrations is highly desirable.
Demonstrated experience leading HR technology implementations, system enhancements, testing, releases, and business-process configuration.
Strong understanding of HR operations, processes, data, and technology best practices.
Experience working with applicant tracking systems such as Greenhouse, Taleo, or comparable platforms.
Strong understanding of system integrations, databases, data structures, APIs/data feeds, and the systems development lifecycle.
Advanced Microsoft Excel skills, including pivot tables, lookup functions, conditional logic, and complex formulas.
Proven ability to manage complex and sensitive data with a high degree of accuracy and confidentiality.
Strong analytical and problem-solving skills with the ability to understand both strategic objectives and detailed technical requirements.
Excellent project-management, organizational, and prioritization skills.
Strong written and verbal communication skills with the ability to work effectively with technical and non-technical stakeholders.
Demonstrated ability to manage multiple priorities and deadlines in a fast-paced environment.
Strong service orientation, sound judgment, professional maturity, and discretion.
Flexibility to support occasional projects, implementations, or system activities outside normal business hours.

Nice To Haves

Advanced degree or relevant HR technology/data certification is a plus.
SQL experience is preferred.
Experience working within a law firm, financial services organization, consulting firm, or other complex professional services environment is preferred.
Exposure to generative AI, automation, or other emerging technologies used to improve business operations is desirable.

Responsibilities

Lead major HR technology initiatives from initial needs assessment and business requirements through vendor evaluation, system design, configuration, testing, deployment, and post-implementation support.
Develop business and technical requirements and translate HR operational needs into scalable technology solutions.
Manage complex implementation projects involving internal stakeholders, technology teams, consultants, and third-party vendors.
Oversee project plans, implementation schedules, budgets, vendor relationships, deliverables, risks, and dependencies.
Evaluate prospective HR technology solutions and recommend platforms, enhancements, and functionality that support organizational growth and changing business requirements.
Provide functional leadership for HR systems configuration, workflow design, security, reporting, integrations, testing, and optimization.
Lead change-management and user-adoption efforts associated with new systems and significant technology enhancements.
Provide oversight of the organization's HR technology portfolio, including core HRIS, recruiting, benefits, performance management, time and attendance, and related applications.
Ensure HR platforms remain reliable, appropriately configured, secure, and aligned with business requirements.
Manage system enhancements, upgrades, releases, patches, testing, and configuration changes.
Evaluate new system functionality and determine where enhancements can improve HR processes or the employee experience.
Oversee integrations and data exchanges among HR, payroll, benefits, finance, recruiting, and other enterprise applications.
Maintain accurate technical, process, configuration, and system documentation.
Partner with Benefits and other HR functions to ensure technology effectively supports administration, enrollment, reporting, and related processes.
Collaborate with HR analytics and compensation leadership to strengthen HR reporting, workforce analytics, and data architecture.
Support the development and maintenance of HR data governance standards, including data quality, consistency, access, security, and documentation.
Help define HR data structures, information flows, reporting requirements, and critical employee data elements.
Identify opportunities to improve the availability and quality of information used for workforce planning, compensation analysis, management reporting, and broader people-related decision-making.
Ensure HR data and systems are managed with appropriate attention to confidentiality, accuracy, security, and regulatory requirements.
Identify opportunities to automate manual or inefficient HR processes through system functionality, workflow redesign, integration, and emerging technology.
Assess potential applications of generative AI and intelligent automation within HR and related business functions.
Develop and test practical AI and automation use cases designed to improve productivity, analytical capabilities, data quality, and overall work product.
Consider privacy, security, governance, accuracy, and appropriate human oversight when evaluating new technologies.
Measure the effectiveness of new workflows and technology solutions and refine them based on business results and user feedback.
Encourage continuous improvement and thoughtful adoption of new HR technology capabilities.
Serve as a senior HR technology resource and trusted partner to HR leadership and key business stakeholders.
Develop strong relationships across HR, Talent Management, Benefits, Payroll, Finance, IT, and other business functions.
Translate business challenges into practical systems, data, and workflow solutions.
Lead cross-functional initiatives involving multiple systems, departments, and external partners.
Provide guidance on HR technology best practices and help establish priorities for future systems investments and enhancements.
Handle sensitive employee and organizational information with a high degree of discretion.
Participate in additional strategic HR technology and operational initiatives as required.