HR Technology Strategy Lead

The MITRE Corporation•New Bedford, MA

5d•$132,000 - $198,000•Hybrid

About The Position

Why choose between doing meaningful work and having a fulfilling life? At MITRE, you can have both. That's because MITRE people are committed to tackling our nation's toughest challenges—and we're committed to the long-term well-being of our employees. MITRE is different from most technology companies. We are a not-for-profit corporation chartered to work for the public interest, with no commercial conflicts to influence what we do. The R&D centers we operate for the government create lasting impact in fields as diverse as cybersecurity, healthcare, aviation, defense, and enterprise transformation. We're making a difference every day—working for a safer, healthier, and more secure nation and world. Our workplace reflects our values. We offer competitive benefits, exceptional professional development opportunities for career growth, and a culture of innovation that embraces adaptability, collaboration, technical excellence, and people in partnership. If this sounds like the choice you want to make, then choose MITRE - and make a difference with us.

Requirements

Typically requires a minimum of 10 years of related experience with a Bachelor’s degree; or 8 years and a Master’s degree; or a PhD with 5 years’ experience; or equivalent combination of related education and work experience.
Bachelor's degree in Human Resources, Business Administration, Information Systems, Organizational Development, or a related field; advanced degree preferred.
10+ years of progressive experience in HR Technology, HRIS, or HR Transformation leadership roles within complex, global organizations.
Deep functional expertise with Workday, including Core HCM and multiple functional modules such as Talent, Compensation, Recruiting, Learning, Absence, Payroll, or Benefits.
Demonstrated experience developing HR technology strategies, roadmaps, governance models, and business cases that align technology investments with organizational priorities.
Strong understanding of HR business processes across the employee lifecycle and how technology enables operational excellence and employee experience.
Experience leading HR technology portfolio evaluations, vendor assessments, platform optimization, and technology modernization initiatives.
Working knowledge of HR technology integrations, data governance, security, and compliance, with the ability to effectively partner with HRIS, Enterprise Architecture, and IT teams.
Experience identifying and evaluating automation, AI, and digital capabilities to improve HR operations and business outcomes.
Demonstrated ability to influence senior leaders and translate business strategy into HR technology strategies and investment recommendations.
Demonstrated experience leading cross-functional HR technology initiatives and influencing executive stakeholders in a matrixed organization.
Experience developing HR technology governance processes, prioritization frameworks, and technology investment strategies.
Excellent communication, stakeholder management, facilitation, and executive presentation skills.

Nice To Haves

Workday certification(s) or equivalent functional expertise.
Experience supporting global HR organizations and operating models.
Experience with HR analytics, workforce planning, or employee experience technologies.
Familiarity with AI-enabled capabilities within Workday and the broader HR technology market.
Experience leading HR technology transformations, mergers, acquisitions, or major platform implementations.

Responsibilities

Develop and maintain a rolling 2-3 year HR Technology Strategy and Roadmap aligned with business priorities, the HR strategy, and enterprise technology direction.
Evaluate the HR technology portfolio to ensure platforms continue to meet evolving business, employee, and compliance needs.
Identify opportunities to optimize, consolidate, modernize, retire, or introduce HR technologies that improve business outcomes and employee experience.
Develop business cases and recommendations for technology investments, platform enhancements, and modernization initiatives.
Monitor vendor roadmaps, market trends, and emerging HR technologies, including AI capabilities, to inform future investment decisions.
Conduct regular portfolio assessments to evaluate business value, adoption, utilization, lifecycle risks, and opportunities for continuous improvement.
Lead a Business Analyst responsible for business process assessments, technology evaluations, vendor analysis, business cases, and roadmap planning.
Lead the strategic planning and governance of the HR technology ecosystem, partnering with HRIS to maximize the value of Workday and supporting HR platforms.
Lead the intake and strategic assessment of new HR technology requests, partnering with business leaders to evaluate needs, identify existing capabilities, and prioritize investments through the HR Technology Governance process.
Establish governance processes to evaluate, prioritize, and approve HR technology initiatives based on business value and strategic alignment.
Partner with HRIS and IT to prioritize platform enhancements, improve adoption, and maximize delivered capabilities.
Promote standardization, configuration simplification, and effective use of existing platform capabilities before pursuing customization.
Develop lifecycle strategies for HR applications, balancing business needs, vendor roadmaps, operational sustainability, and organizational readiness.
Partner with Enterprise Architecture and IT to ensure HR technology solutions align with enterprise standards and integration strategies.
Partner with senior HR, Finance, Digital, HRIS, and IT leaders to translate business priorities into HR technology strategies and solutions.
Serve as a trusted advisor to HR leadership on technology-enabled transformation, workforce planning, talent management, employee experience, and people analytics.
Lead evaluation of new HR technology capabilities and vendor solutions to ensure alignment with business objectives.
Translate complex technology concepts into business-focused recommendations for executive stakeholders.
Build collaborative relationships across HR, IT, vendors, and business leaders to maximize the value of HR technology investments.
Partner with HRIS, IT, and Data Governance teams to promote high-quality HR data, reporting, and governance practices.
Champion technology capabilities that improve workforce insights, analytics, and decision-making.
Identify opportunities to leverage automation, AI, and intelligent workflows to improve HR operations and employee experience.
Evaluate emerging AI capabilities within Workday and the broader HR technology ecosystem.
Collaborate with IT, Legal, Security, and Risk partners to ensure HR technology solutions meet governance, privacy, compliance, and responsible AI standards.
Provide strategic leadership for major HR technology initiatives, upgrades, and transformation programs.
Ensure initiatives align with the HR Technology Strategy, Roadmap, and business priorities.
Partner with HRIS, IT, and project teams to guide business requirements, organizational readiness, and solution adoption.
Identify strategic risks, dependencies, and opportunities to improve business outcomes throughout technology initiatives.
Measure and communicate the value and impact of HR technology investments.