Senior Manager, HR Technology and Operations Transformation

Orrick Herrington & Sutcliffe LLP•New York, NY

1d•Onsite

About The Position

The Senior Manager, HR Technology and Operations Transformation, is a transformational leader responsible for modernizing and continuously evolving the firm’s HR technology and operations landscape. This role sets the vision and drives strategy for digital transformation, process reengineering, and data-driven decision making across the HR function. The Senior Manager plays a critical role in future-proofing HR by championing automation, advanced analytics, and employee-centric service delivery at a rapidly expanding, global law firm. As a key member of the HR leadership team, this role partners closely with stakeholders across functions to embed innovative solutions and create a culture of continuous improvement—ensuring the firm’s talent strategy is fully enabled by cutting-edge technology and seamless operations.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Information Systems, or related field or equivalent work experience.
8–12 years of progressive experience in HR technology/operations with demonstrated leadership in transformation or modernization projects.
Experience in law firm or professional services environments preferred.
Track record of successful system implementations (e.g., new HRIS), automation initiatives, or process reengineering.
Proven people leadership experience—including team development during times of change.
Advanced analytical skills; ability to leverage data for strategic decision-making.
Deep understanding of HR processes, regulatory compliance, and technology risk management.
Excellent communication skills; ability to influence cross-functionally.

Nice To Haves

Advanced degree or relevant certifications (e.g., SHRM-SCP, PMP, Agile).
Experience with shared services/centralized operations models.
Exposure to advanced people analytics/AI tools.

Responsibilities

Lead the transformation and optimization of HR systems (HRIS, ATS, etc.), championing automation, integration, and adoption of new technologies.
Own the end-to-end strategy for system implementations and upgrades, partnering with IT and external vendors to deliver scalable solutions that support growth and agility.
Oversee people data governance, security, and privacy with a strong focus on technology risk management in a global environment.
Drive adoption of digital tools and self-service capabilities to empower employees and managers while maintaining a high-touch experience.
Continuously scan for emerging HR technologies (AI, automation, analytics) to enhance service delivery and workforce insights.
Build and evolve advanced analytics capabilities—including predictive modeling and real-time dashboards—to inform workforce planning and strategic decision-making.
Translate data into actionable insights for the HR leadership team; proactively identify trends, risks, and opportunities for organizational performance improvement.
Champion a data-driven culture within HR through training, upskilling, and effective reporting tools.
Ensure best-in-class data governance across all people platforms.
Reimagine core HR operational processes (onboarding, offboarding, lifecycle events) with a focus on automation, standardization, and user experience.
Identify and implement process improvements that reduce manual work, streamline workflows, and enable scalability.
Develop metrics and KPIs to monitor operational excellence and proactively address bottlenecks or pain points.
Collaborate with Compliance and global Operations teams to ensure adherence to evolving employment laws, regulations, and firm policies.
Inspire and lead a high-performing team of HR technology, operations, and analytics professionals— driving a culture of innovation, accountability, and growth.
Set ambitious goals that align with the firm’s digital transformation agenda; provide coaching and development to build future-ready capabilities within the team.
Lead change management efforts for new system rollouts or process redesigns; act as a champion for continuous improvement.
Serve as a strategic partner to HRBPs, Talent Acquisition, IT, Finance, and other business units to co-create integrated solutions that enable the firm’s talent vision.
Influence senior leaders on technology investments and operational enhancements that support business strategy.
Effectively communicate transformation initiatives and operational changes to stakeholders at all levels.