Senior Manager, HR Technology & Integration | Hybrid NY
About The Position
This role is responsible for stabilizing, designing, and evolving Healthfirst’s HR technology ecosystem so it operates as an integrated, reliable, and scalable foundation for HR service delivery and workforce decision-making. The position owns end-to-end integration design, system interoperability, and data flow across HR platforms, while ensuring alignment with HR processes and business outcomes. This includes ownership of the full integration layer across HR and direct involvement in resolving integration issues, improving system behavior, and reducing manual work across HR operations. As one of the few roles with deep integration and architecture capability, this position will play a critical role in addressing current gaps in system configuration, data consistency, and cross-system functionality, while building the long-term foundation required for scalability, analytics, and efficiency. This is a hybrid role which consists of reporting to our 100 Church Street, NYC office on Tuesdays, Wednesdays & Thursdays.
Requirements
- Bachelor's degree from an accredited institution and/or relevant HR technology, systems integration or enterprise applications experience
- 7–10+ years in HR technology, systems integration, or enterprise applications
- Deep understanding of HR systems (Workday required)
- Strong experience with: APIs integrations middleware (Workato, MuleSoft, etc.)
- Proven ability to diagnose and resolve complex system and data issues
- Experience working in multi-system environments (15+ systems / vendors)
- Strong ability to translate business needs into technical solutions
- Experience leading and developing teams
Nice To Haves
- Experience in healthcare or regulated environments
- Experience working with enterprise data architecture or data warehouse platforms
- Experience supporting HR service delivery or HR operations environments
- Experience in Agile or scaled Agile environments
Responsibilities
- Define and own end-to-end HR system integration architecture across: Workday vendor platforms (benefits, LOA, learning, etc.) case management systems (HRA, ServiceNow)
- Design and document data flows, integration patterns, and system dependencies
- Partner with IT to design and implement APIs and system-to-system connections
- Establish integration standards, patterns, and best practices
- Partner with HR Technology to define and influence system configuration to ensure: workflows align with HR processes required data is captured consistently
- Identify and correct configuration issues that drive manual work, errors, or confusion
- Ensure system behavior supports standardized processes across onboarding, LOA, and case management
- Ensure HR systems function as a cohesive ecosystem rather than siloed tools
- Define what data should flow, when, and how across systems
- Validate that integrations support core business processes (onboarding, payroll, compliance, etc.)
- Eliminate duplicate data entry and manual handoffs across systems
- Establish monitoring, alerting, and health tracking for key integrations
- Define and track integration performance metrics (success rate, latency, failure rate)
- Proactively identify and resolve issues before they impact HR operations
- Own resolution of integration and data issues end-to-end
- Perform root cause analysis and implement permanent fixes (not workarounds)
- Reduce recurring issues, manual corrections, and system-driven rework
- Define and enforce HR data standards, including: system of record data ownership data definitions
- Ensure consistency between: HR systems vendor systems reporting/data environments
- Partner with People Analytics and enterprise data teams to align HR data with broader data architecture (e.g., Lakehouse strategy)
- Identify system and integration issues that drive unnecessary HR demand
- Improve system usability, workflow clarity, and data quality to reduce case volume and escalations
- Enable self-service and first-contact resolution through improved system design
- Serve as primary technical liaison across HR vendors, IT, and internal stakeholders
- Ensure vendors are accountable for integration performance and outcomes
- Coordinate resolution of cross-system issues involving multiple vendors
- Establish and maintain documentation of: system integrations data flows system dependencies
- Define ownership, SLAs, and escalation paths for integrations
- Support governance processes that prevent system fragmentation and duplication
- Lead and develop a small HR Technology team (1–2 specialists), elevating capability across: system configuration integration support data quality and validation
- Assess current team skill levels and define a clear capability development plan aligned to future-state needs
- Establish standards for: system configuration discipline data integrity issue resolution documentation
- Provide hands-on coaching and guidance, balancing direct execution with team development
- Define clear roles, responsibilities, and expectations for the team to support a more structured and scalable operating model
- Build foundational capability within HR Technology to reduce dependency on IT and external consultants over time
Benefits
- medical, dental and vision coverage
- incentive and recognition programs
- life insurance
- 401k contributions
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What This Job Offers
Job Type
Full-time
Career Level
Manager
