Senior Manager, HR Technology and People Operations

Versant Health

About The Position

Versant Health is seeking a Senior Manager, HR Technology and People Operations to provide strategic and operational leadership across its HR technology ecosystem and key People Operations functions. The role is the business owner and subject matter expert for Dayforce and related HR platforms, ensuring HR systems, workforce data, payroll-related processes, controls, and workflows are accurate, secure, compliant, scalable, and aligned with business priorities. The Senior Manager partners with People & Culture, Finance, Information Technology, Information Security, Compliance, Legal, Operations, and external providers to strengthen governance, reduce risk, improve processes, and support an effective employee and manager experience. The position shapes how technology, data, payroll governance, and People Operations work together across the organization. Responsibilities span HR technology strategy and governance; Dayforce administration and security; payroll and payroll tax governance; People Operations leadership and continuous improvement; workforce reporting, controls, and audit readiness; and vendor management and cross-functional project delivery.

Requirements

Bachelor’s degree in Human Resources, Information Systems, Business Administration, Finance, Accounting, or a related field.
At least 8 years of progressively responsible experience in HR technology, HRIS, People Operations, payroll, or related functions.
At least 3 years of leadership, people management, or significant enterprise program ownership experience.
Demonstrated experience working with enterprise HCM platforms and complex HR technology environments.
Strong analytical, project leadership, vendor management, communication, and root cause analysis capabilities.
Ability to translate complex technology, data, payroll, and compliance matters into practical business recommendations.

Nice To Haves

Hands-on Dayforce experience.
Experience with multi-state payroll and payroll tax administration.
Experience with HR technology integrations, system security, workforce reporting, controls, data governance, and audit support.
Advanced degree.
Professional certification such as SHRM-SCP, SPHR, CPP, PMP, Prosci, or a comparable credential.

Responsibilities

Lead the HR technology strategy and roadmap in alignment with organizational and People & Culture priorities.
Serve as the business owner and primary subject matter expert for Dayforce and related HR technology platforms.
Establish governance for system configuration, integrations, releases, testing, security, data, workflows, documentation, and change management.
Translate business requirements into scalable technology, automation, reporting, integration, and process solutions, and advise leadership on system capabilities, risks, dependencies, regulatory considerations, and investment priorities.
Direct the administration, configuration, maintenance, and optimization of Dayforce across HR, Payroll, Time and Attendance, Benefits, Compensation, Recruiting, Onboarding, Workforce Management, and reporting.
Oversee security roles, user access, workflows, integrations, organizational structures, business rules, and system controls.
Lead system releases, enhancements, testing, production changes, complex troubleshooting, root cause analysis, and vendor escalation.
Establish workforce data governance and quality standards, and partner with Information Security and GRC on access reviews, least-privilege practices, segregation of duties, system risk, and remediation.
Provide governance and oversight for payroll operations, including payroll readiness, calendars, controls, exception management, approvals, escalations, and payroll-impacting system configuration.
Oversee payroll tax administration, including tax setup, registrations, agency notices and issues, filing-related activities, remediation, and vendor escalation.
Identify recurring payroll and tax issues and drive sustainable resolution through root cause analysis, clear ownership, and documented controls.
Partner with Payroll, Finance, and external providers on reconciliations, reporting, funding, General Ledger requirements, and compliance obligations.
Lead assigned People Operations processes and establish operating procedures, service standards, process ownership, escalation protocols, quality controls, and business continuity practices.
Develop and maintain SOPs, process maps, checklists, control documentation, and cross-training for business-critical processes.
Build team capability through coaching, knowledge transfer, clear performance expectations, and functional leadership; serve as an escalation point for complex People Operations, payroll, payroll tax, HR technology, and workforce data matters.
Drive simplification, standardization, automation, and continuous improvement across HR technology and People Operations.
Lead workforce reporting and analytics across headcount, turnover, retention, hiring, payroll, labor costs, time and attendance, and other workforce measures.
Establish standardized reporting definitions, validation, reconciliation, and quality-control processes.
Support internal and external audits, financial controls, benefits audits, security reviews, and compliance assessments; identify risks and lead remediation efforts.
Translate technical, payroll, compliance, and workforce information into clear, decision-ready recommendations for leadership.
Manage HR technology, payroll, payroll tax, background screening, and other People Operations providers, including service performance, risks, escalations, and contractual obligations.
Evaluate vendor solutions and operating changes for privacy, security, compliance, data access, integration, and business continuity considerations.
Lead complex projects from requirements and solution design through testing, implementation, change management, stabilization, and transition to operations.
Coordinate dependencies and decisions across People & Culture, Finance, IT, Information Security, Compliance, Legal, Operations, and external providers.