Senior HRIS Manager - AI and Emerging Technology

Jabil•Tampa, FL

11d

About The Position

The Senior HRIS Manager – AI and Emerging Technology supports execution of HR’s AI and emerging technology roadmap across Workday and the broader HR technology ecosystem. The role partners with HR, IT, Data & Analytics, Legal, Compliance, Cybersecurity, Enterprise AI teams, and external vendors to deliver practical, compliant, scalable AI-enabled solutions and to advance AI enablement, organizational readiness, change management, and adoption across HR. The work focuses on improving employee and candidate experiences, reporting, automation, decision support, productivity, and operational efficiency. This is a senior techno-functional leadership role that connects HR business strategy with Workday architecture, enterprise data platforms, analytics, cloud technologies, AI solutions, governance, and organizational change. The manager evaluates emerging AI opportunities, defines and prioritizes use cases, supports solution architecture and governance, manages pilots and roadmaps, and helps establish scalable foundations for HR innovation. The role also supports Workday HCM optimization, including configuration, reporting, security, integrations, release adoption, business-process improvements, and operational support, as well as opportunities involving Workday Extend and Prism Analytics. The role supports AI governance and responsible deployment, including use-case intake, documentation, testing, risk assessment, approvals, controls, monitoring, and lifecycle management. It also develops adoption frameworks, communications, training, playbooks, and success measures. A bachelor’s degree in a relevant field is required. The position is not eligible for immigration or visa sponsorship; applicants must be authorized to work in the United States without current or future sponsorship.

Requirements

At least 7 years of experience in HRIS, HR technology, HR operations, enterprise applications, technology delivery, or related functional and technical leadership roles.
Strong Workday HCM experience, including configuration, reporting, integrations, security, release management, optimization, and operational support.
Working knowledge of Workday Extend and Workday Prism Analytics, including the ability to partner with technical teams to define requirements and deliver scalable business solutions.
Experience supporting AI, automation, analytics, process improvement, digital transformation, or technology modernization initiatives.
Experience translating business requirements into practical technology solutions that balance functionality, scalability, governance, compliance, and user adoption.
Experience partnering across HR, IT, Data & Analytics, Legal, Compliance, Cybersecurity, Enterprise Architecture, and external vendors.
Ability to manage multiple initiatives, translate business needs into technology requirements, prioritize competing demands, and drive measurable business outcomes.
Demonstrated ability to bridge HR business strategy, Workday capabilities, enterprise data environments, AI technologies, analytics platforms, and organizational change.
Bachelor’s degree in Human Resources, Business, Information Systems, Computer Science, Data Analytics, or a related field.
Legally authorized to work in the United States without current or future immigration or visa sponsorship.

Nice To Haves

Familiarity with AWS QuickSight, AWS Bedrock, Copilot Studio, Microsoft Copilot, cloud AI/ML services, generative AI, conversational AI, AI agents, workflow automation, and enterprise AI platforms.
Experience with HR data lakes, Snowflake, enterprise analytics platforms, modern data architectures, or integrating Workday data with non-Workday sources.
Experience evaluating AI use cases, defining solution requirements, supporting AI architecture discussions, or participating in enterprise AI strategy initiatives.
Knowledge of responsible AI practices, employment-related AI risks, data privacy, transparency, explainability, human oversight, governance controls, and compliance requirements.
Experience with Agile delivery, product ownership, portfolio prioritization, organizational change management, vendor evaluation, or strategic technology planning.
Experience supporting Workday cloud migration, analytics modernization, enterprise data platform integration, or AI-enabled HR transformation.
Experience supporting candidate-experience technologies, recruiting automation, employee self-service, digital assistants, or conversational AI implementations.
Relevant certifications in Workday, HR technology, AI, cloud platforms, analytics, Agile, project management, program management, or organizational change.

Responsibilities

Support execution of the HR AI roadmap in alignment with HR long-term planning, enterprise priorities, and measurable business outcomes.
Drive AI enablement across HR through stakeholder engagement, organizational readiness, communications, training, adoption support, reinforcement, and capability development.
Evaluate, prioritize, and support architecture of enterprise HR AI use cases in partnership with HR, IT, Data Engineering, Enterprise AI, Legal, Compliance, Cybersecurity, and external vendors.
Partner with HR Centers of Excellence and HR Operations to identify and deliver AI, automation, self-service, workflow optimization, and decision-support use cases.
Translate emerging AI capabilities into practical HR solutions that reduce manual effort, improve data quality and experiences, and deliver measurable business value.
Lead discovery, requirements gathering, business-case development, pilot planning, and roadmap execution for AI-enabled HR capabilities.
Support AI strategies for candidate and employee experience, workforce analytics, self-service, reporting, knowledge discovery, and productivity.
Track adoption, value realization, risks, dependencies, governance requirements, and business outcomes for AI initiatives and pilots.
Advise HR leadership on emerging technology opportunities, AI trends, workforce implications, and enablement strategies.
Lead or support Workday HCM optimization, including configuration, reporting, security, integrations, release adoption, business-process improvements, and operational support.
Partner on Workday Extend and Workday Prism Analytics opportunities to automate workflows, improve visibility, expand reporting, and enable scalable HR analytics.
Support evaluation and delivery of emerging HR technologies, including AI platforms, analytics tools, automation, conversational AI, employee-experience technologies, and digital services.
Collaborate with IT, Data Engineering, HR Reporting & Analytics, and enterprise architecture teams to connect Workday data with enterprise data environments and approved analytics platforms.
Support candidate-experience initiatives using AI-enabled recruiting technologies, including Workday Candidate Experience, Paradox, conversational recruiting, candidate engagement, scheduling automation, and recruiting process optimization.
Partner with HR Reporting & Analytics, Data Engineering, and enterprise AI teams to develop reporting and decision-support capabilities using Workday, AWS QuickSight, Snowflake, and approved enterprise data platforms.
Support evaluation, discovery, design, and implementation of HR AI chatbots and employee self-service capabilities.
Partner with enterprise technology teams on Workday cloud modernization, AWS ecosystem adoption, Workday data architecture, Snowflake integration strategies, and scalable data accessibility.
Identify opportunities to use Microsoft 365 Copilot and related productivity technologies to improve HR effectiveness, content creation, communications, knowledge work, and productivity.
Support HR AI governance, including use-case intake, documentation, testing, risk assessment, approvals, controls, monitoring, and lifecycle management.
Partner with Legal, Compliance, Data Privacy, Cybersecurity, Internal Audit, and enterprise AI governance teams to support responsible, compliant, and ethical AI deployment.
Create reusable templates, playbooks, implementation frameworks, adoption materials, governance documentation, and operating procedures.
Support HR AI Task Force activities by evaluating opportunities, documenting recommendations, assessing risks, and establishing responsible-adoption practices.
Communicate technology concepts, business value, risks, governance requirements, timelines, dependencies, and recommendations to HR leadership and stakeholders.
Develop adoption measurement frameworks and success metrics for AI utilization, engagement, training effectiveness, business outcomes, and continuous improvement.