HR Technology Transformation Manager

Baltimore Aircoil Company

52d•Hybrid

About The Position

We are seeking a bold, forward-thinking leader to transform how our organization leverages Human Resources technology to accelerate business performance and elevate the employee experience. This role is responsible for defining and executing a modern, global People Technology strategy that moves us from basic HRIS support to a scalable, data-driven, and AI-enabled ecosystem. The leader will own the roadmap for HR technology, lead transformation initiatives, and serve as the primary bridge between HR, IT, and business stakeholders. This is a player-coach role — ideal for a leader who can set strategy while also rolling up their sleeves to drive execution, solve problems, and build capability.

Requirements

10+ years of technical leadership experience with HCM and ERP solutions, preferred Workday, UKG, SAP, Oracle, and other SaaS solutions across HR, Finance, Legal, Compliance, and Risk.
Bachelor's degree in Human Resources Information Systems, or related field
Excellent communication and presentation skills, with the ability to clearly articulate strategy to global team members
Ability to influence others in the organization with no direct reporting relationship
Demonstrated experience in global matrix organizations
Must have strong Microsoft Office Suite experience (Excel, PowerPoint, etc.)
Model behaviors that are consistent with BAC’s core values: trust, innovation, courage, and responsibility

Nice To Haves

Advanced degree (MBA, Learning Sciences)

Responsibilities

Define and lead the multi-year People Technology vision and roadmap aligned to business and talent strategy
Implement BAC People Strategy initiatives linked to technology deployment
Drive end-to-end modernization of HR technology, processes, and data architecture
Identify opportunities to leverage automation, AI, and emerging technologies to improve efficiency and insights
Shift HR technology from reactive support to proactive, value-creating solutions
Evaluate current systems and lead rationalization, upgrades, or replacements as needed
Own the portfolio of people-related technologies (HRIS, talent systems, workforce tools, etc.)
Ensure systems are scalable, secure, and integrated with enterprise platforms
Oversee system configuration, enhancements, and lifecycle management
Establish strong governance, data integrity, and reporting standards
Partner closely with IT/Business Systems to ensure architectural alignment and integration
Act as the primary liaison between HR, IT, Finance, and vendors on people technology initiatives
Translate business and talent needs into technology solutions
Influence stakeholders to adopt new tools and ways of working
Lead HR tech projects from concept through implementation and adoption
Prioritize initiatives based on business impact and ROI
Manage vendors and external partners effectively
Ensure strong project discipline, timelines, and outcomes
Drive adoption of new systems and digital ways of working
Champion a culture of innovation and continuous improvement
Partner with communications leaders to develop communication and training strategies to enable change
Provide guidance and direction to HRIS and people technology resources
Develop internal capability and future talent in HR technology
Foster a collaborative, high-performance culture