HR Technology Lead

LGI Homes•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, and future technology plans. The role may perform work directly or coordinate vendors, consultants, and other support providers when specialized expertise is needed. As a member of Shared Services, the role promotes Trust, Collaboration, and Innovation through strong partnerships, reliable solutions, and practical improvements. It supports HR system capabilities across areas including HR, Payroll, Benefits, Time Tracking, Recruiting, Talent, Performance, Learning, Employee Engagement, and Compensation. The role also maintains accurate employee and organizational data used for payroll, benefits, talent processes, compliance reporting, and workforce planning. The HR Technology Lead evaluates business needs, recommends priorities within agreed resources, and makes day-to-day technical and delivery decisions. It identifies root causes, assesses risks associated with configuration changes and system access, balances compliance and user and business needs, and raises significant risks, resource needs, and strategic decisions to leadership 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 and recommend practical solutions, balance compliance, data integrity, user needs, and business needs, and assess risks associated with system changes and access.
Ability to coordinate projects, follow through on commitments, and help employees understand changes and use systems effectively.

Nice To Haves

Relevant certifications or advanced system training.

Responsibilities

Administer and own Workday and related HR systems, working with internal partners and external support providers as needed.
Set up, test, implement, and maintain system features across HR, Payroll, Benefits, Time Tracking, Recruiting, Talent, Performance, Learning, Employee Engagement, Compensation, and future capabilities.
Monitor system performance, troubleshoot issues, and resolve data and process concerns.
Maintain system documentation, configuration records, workflows, and operating procedures.
Review system releases, new features, and technology updates and recommend improvements that meet business needs.
Work with business partners to identify how technology can improve processes and lead agreed process improvements.
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 to support business decisions.
Maintain accurate, consistent, and reliable employee and organizational data; support audits, compliance reporting, and regulatory requirements.
Manage HR system access according to approved job responsibilities, review access regularly, and update permissions when responsibilities change or access is no longer needed.
Work with HR, IT, vendors, and consultants to protect confidential employee information and address security concerns.
Coordinate and support integrations between HR systems, internal systems, and vendor applications.
Manage vendors, consultants, and support providers by agreeing on requirements, scope, timelines, and expected results; tracking progress and costs; and holding partners accountable.
Coordinate testing and review of vendor and consultant work, 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.
Recommend priorities across competing projects and day-to-day needs, explain trade-offs, and raise significant risks and resource needs to leadership.