Senior Manager, HR Systems

Pattern Energy Group LP•San Francisco, CA

11d•$128,000 - $160,000•Hybrid

About The Position

Pattern Energy is a leading renewable energy company that develops, constructs, owns, and operates high-quality wind and solar generation, transmission, and energy storage facilities. Our mission is to transition the world to renewable energy through the sustainable development and responsible operation of facilities with respect for the environment, communities, and cultures where we have a presence. Our approach begins and ends with establishing trust, accountability, and transparency. Our company values of creative spirit, pride of ownership, follow-through, and a team-first attitude drive us to pursue our mission every day. Our culture supports our values by fostering innovative and critical thinking and a deep belief in living up to our promises. Headquartered in the United States, Pattern has a global portfolio of more than 35 power facilities and transmission assets, serving various customers that provide low-cost clean energy to millions of consumers.

Requirements

Bachelor’s degree required in Human Resources, Information Systems, Business Administration, Computer Science, or related field (Master’s preferred or equivalent experience).
8-10 years of experience leading and managing enterprise HR technology platforms in a production environment, with increasing responsibility for strategy, governance, and portfolio management.
Demonstrated experience leading technology strategy and supporting HR business functions including Core HR, Talent Management, Recruiting, Payroll, Benefits, Learning, and Workforce Management.
At least 5–10 years of experience leading technical or functional teams, senior consultants, or managed service providers, including accountability for organizational performance and delivery outcomes.
Proven experience managing system configurations, releases, upgrades, testing, integrations, production support, and enterprise technology lifecycle management.
Executive-level experience partnering with HR leadership and cross-functional stakeholders to translate business strategy and requirements into scalable technology solutions and transformation roadmaps.
Extensive experience supporting systems in SOX-regulated and/or highly regulated environments, including security, risk, controls, and audit compliance.
Experience successfully managing third-party vendors and service delivery performance, including commercial management, strategic sourcing, and escalation management as needed.
Experience managing HR reporting, analytics, dashboards, workforce data management, and data-driven decision support capabilities.
Deep experience with HCM platforms such as Workday, Oracle HCM, SAP SuccessFactors, UKG, or similar enterprise HR systems.
Proven experience managing system configurations, releases, upgrades, testing, integrations, production support, and enterprise technology lifecycle management.
Extensive experience supporting systems in SOX-regulated and/or highly regulated environments, including security, risk, controls, and audit compliance.
Strong understanding of HR processes, enterprise employee data governance, technology risk, and system-driven controls.
Experience managing HR reporting, analytics, dashboards, workforce data management, and data-driven decision support capabilities.
Demonstrated problem solving and communication abilities.
Exceptional communication skills and the ability to articulate complex technical ideas in business-friendly language.
Ability to travel within the U.S. up to 10-20% of time.

Nice To Haves

Master’s degree or equivalent experience.
Multi-cultural and multi-regional experience is highly preferred.
Renewable energy industry experience is desirable.

Responsibilities

Strategy, operational management, optimization, governance, and continuous improvement of the organization’s HR technology portfolio, including Human Capital Management (HCM), talent, payroll, benefits, and workforce applications.
Ensuring system reliability, compliance, and alignment with enterprise HR and business objectives while driving adoption, process transformation, technology strategy, reporting capabilities, and investments that improve employee and management experiences.
Partnering closely with HR management and leadership, Payroll, IT, Security, Finance, and external vendors to establish and align technology strategy and roadmap, manage daily operations, lead strategic initiatives and implementations, govern system enhancements and integrations, and ensure compliance requirements are met across the HR applications portfolio.
Product ownership and strategy over all HR technology solutions, rationalization of requirements within current and future applications and selection & implementation of new technologies, including HCM and other enterprise HR applications.
Developing a roadmap for the future state of HR systems and architecture.
Planning and implementing an operational support structure for HR applications to provide day-to-day user support, recurring update & enhancement process management, secure master data management, reporting & analytics development and support, integration management, system health tracking, etc.
Leading hands-on configuration efforts within systems to achieve these goals as necessary.
Establishing a recurring feedback loop with business partners and users as a means of measuring adoption and identifying & prioritizing opportunities for improvements.
Incorporating feedback into structured enhancement and update processes.
Becoming a key point of contact for all related software vendor relationships, ensuring strategic partnerships are built that open the door to innovation and promote optimal overall cost and licensing structures.
Evaluating and implementing new platform capabilities, emerging technologies, and AI-enabled HR solutions to improve operational efficiency and overall employee experience.
Closely managing external support vendors, consultants, and managed service providers involved in system implementations and daily support activities.
Providing regular status updates to the organization, risk identification & mitigation, and assisting in developing and delivering change management & end-user training programs to maximize user adoption.
Establishing and ensuring ongoing compliance with security standards, data privacy regulations, audit requirements, and ITGC controls related to HR systems.
Translating enterprise HR strategy and business requirements into technology roadmaps, scalable solutions, and process transformation initiatives.
Communicating technology strategy, investment priorities, risks, and system impacts to executive and non-technical stakeholders.
Setting portfolio priorities across strategic initiatives, enhancement requests, operational support, and competing enterprise demands.
Leading cross-functional collaboration between HR, Payroll, IT, Security, Finance, and external vendors.
Managing organizational change management, communications, and adoption strategies for enterprise HR technology transformations.
Leading and developing team members, contractors, senior consultants, and external support partners, with accountability for team performance and organizational capability.