HR Technology Lead

Lauridsen Group•Ankeny, IA

About The Position

The HR Technology Lead is the primary owner and administrator of the organization’s HR systems, currently Workday, and related technologies. This hands-on role works across HR, Payroll, IT, Finance, and multiple businesses and locations to maintain and improve systems, processes, reporting, data quality, and user experience. The role may complete work directly or coordinate vendors, consultants, and support providers when additional expertise is needed. The position supports technology and processes across HR, Payroll, Benefits, Time Tracking, Recruiting, Talent, Performance, Learning, Employee Engagement, and Compensation. It helps shape future HR technology plans, supports annual HR processes, protects confidential employee information, and provides guidance, training, and support to HR team members, managers, and employees. The role makes day-to-day technical and delivery decisions within priorities and resources agreed with leadership, and escalates significant risks, resource needs, and strategic decisions for review.

Requirements

Bachelor’s degree in HR, Information Systems, Business, Technology, or a related field, or an equivalent combination of education and experience.
At least 5 years of experience supporting HR systems.
Experience administering enterprise HR systems; Workday experience is preferred.
Hands-on experience in one or more areas such as reporting, analytics, integrations, or system configuration, with the ability to coordinate specialist support in other areas.
Working knowledge of HR, payroll, benefits, compensation, and talent processes.
Experience managing multiple priorities, projects, and relationships with business partners.
Experience managing vendors or consultants, including defining requirements, tracking delivery, resolving issues, and confirming work meets business needs.
Ability to translate technical concepts into practical business solutions.
Strong written and verbal communication skills, with effective facilitation, training, and presentation skills.
Ability to identify root causes, recommend practical solutions, balance compliance and data integrity with user and business needs, and assess risks associated with system changes and access.

Nice To Haves

Relevant certifications or advanced system training.
Preferred experience administering Workday.

Responsibilities

Own, administer, configure, test, implement, and maintain Workday and related HR systems, directly or through vendors and consultants.
Monitor system performance, troubleshoot issues, resolve data and process concerns, and maintain system documentation, configuration records, workflows, and operating procedures.
Review system features, releases, and technology updates and recommend improvements that meet business needs.
Work with business partners to identify needs and lead process improvements that increase efficiency, support effective system use, improve data accuracy, and support compliance.
Support annual HR processes, including performance reviews, compensation planning, open enrollment, succession planning, and engagement initiatives.
Develop and maintain reports, dashboards, calculated fields, and data analysis tools; maintain accurate and reliable employee and organizational data.
Support audits, compliance reporting, and regulatory requirements.
Manage HR system access according to approved job responsibilities, periodically review permissions, and update access when responsibilities change or access is no longer needed.
Work with HR, IT, and external partners to protect confidential employee information, follow company policies and legal requirements, and address security concerns.
Coordinate and support integrations connecting HR systems with internal systems and vendor applications.
Manage vendors, consultants, and support providers within agreed priorities and approved resources; define requirements, scope, timelines, and expected results; track progress and costs; and hold partners accountable.
Test and review vendor and consultant work against agreed requirements, confirm issues are resolved and documentation and knowledge transfer are complete, and serve as the main HR technology contact among HR, IT, and external partners.
Provide system guidance, training, and support to HR team members, managers, and employees; create user guides and promote effective use of self-service tools.
Lead testing for system upgrades, new features, and business process changes.
Evaluate business needs, recommend priorities and practical solutions, assess risks of configuration changes and enhancements, and explain trade-offs across competing work.
Bring significant risks, additional resource needs, and strategic decisions to leadership for review and agreement.