VP, HR Technology Strategy

UnitedHealth Group•Eden Prairie, MN

4d•$200,400 - $343,500

About The Position

The Vice President, HR Technology Strategy leads the strategy, roadmap, and business ownership of the technology ecosystem that enables UnitedHealth Group’s People function. The role translates People Team strategy into a technology-enabled capability roadmap to improve the employee, manager, candidate, and HR practitioner experience at enterprise scale. This leader operates at the intersection of HR strategy, digital product management, AI-enabled workflow design, platform modernization, and enterprise transformation. The VP partners with People Team COEs, People Analytics & Data Strategy, AI Enablement, HR Operations, Payroll, Total Rewards, Talent, Recruiting, Technology, Enterprise AI teams, Legal, Privacy, Security, and business leaders to align investments with business outcomes, operational efficiency, employee trust, and measurable value. The position is the People Team’s senior product and digital capability leadership role, rather than a traditional HRIS support position. It shapes technology-enabled experiences, their fit within end-to-end People processes, and the value they deliver. The VP leads the People Technology team, establishes product and roadmap governance, supports platform modernization and AI-enabled workflows, and ensures capabilities are adopted and deliver measurable outcomes.

Requirements

15+ years of experience in HR/People technology, digital product management, product strategy, and/or enterprise technology transformation.
Demonstrated ability to translate business strategy into technology roadmaps and product capabilities.
Experience leading HR/People technology or enterprise digital platforms at scale.
Experience partnering with HR COEs, HR Operations, Technology, Legal, Privacy, Security, Finance, and other senior business leaders.
Understanding of HR processes and systems across core HR, talent, recruiting, learning, employee support, payroll/time, analytics, or related People domains.
Experience with roadmap governance, demand management, prioritization, business case development, release readiness, and adoption planning.
Proven ability to lead through influence in a complex, matrixed organization.
Executive communication, stakeholder management, and decision-framing skills.
Experience leading teams and developing talent.

Nice To Haves

Experience with Oracle HCM or comparable enterprise HCM platforms such as Workday, SAP SuccessFactors, or PeopleSoft.
Experience with ServiceNow, Salesforce, Microsoft, learning platforms, recruiting platforms, talent platforms, case management, or employee experience technologies.
Experience supporting large-scale HR transformation, cloud migration, platform modernization, shared services transformation, or AI-enabled workflow redesign.
Experience with AI, automation, digital assistants, agentic workflows, or employee self-service transformation.
Experience in a large, regulated, complex enterprise.
Experience working with enterprise technology organizations where business/product ownership and engineering/runtime ownership are split.
Experience with value realization, adoption metrics, operational health metrics, and product performance measurement.

Responsibilities

Define and lead the enterprise People technology strategy and multi-year roadmap across core HR, talent, recruiting, learning, employee support, manager experience, payroll/time alignment, analytics enablement, and AI-enabled workflows.
Translate People Team strategy and business priorities into a sequenced portfolio of technology-enabled capabilities.
Partner with COEs and HR Operations to identify capability gaps, process pain points, experience opportunities, and modernization needs.
Align People technology investments with enterprise priorities, financial discipline, employee experience, operational efficiency, compliance, and measurable business value.
Establish roadmap governance that balances run, grow, and transform priorities.
Serve as senior product leader for People technology capabilities, establishing business ownership, product outcomes, and decision rights.
Partner with COEs, PBPs, HR Operations, Payroll, Benefits, Talent, Recruiting, Learning, and Total Rewards to translate business needs into product strategies and technology roadmaps.
Move People Technology from request routing to proactive strategic partnership by providing platform knowledge, vendor roadmap insight, product recommendations, and technology-enabled business options.
Ensure major People domains have clear product partnership, roadmap visibility, prioritization discipline, and stakeholder engagement.
Prioritize competing demands and sequence work based on business value, readiness, risk, and delivery feasibility.
Provide business leadership for the People technology ecosystem, including Oracle HCM and related platforms across talent, recruiting, learning, employee support, workflow, case management, payroll/time interfaces, and digital experience.
Partner with Technology on platform architecture, integration, technical design, engineering delivery, production support, and security, while maintaining distinction between People Team business/product ownership and Technology engineering/runtime ownership.
Evaluate platform capabilities, vendor roadmaps, release opportunities, and technology options to maximize enterprise value.
Drive simplification, standardization, rationalization, and better integration across the People technology ecosystem.
Partner with AI Enablement, People Analytics & Data Strategy, COEs, HR Operations, and Technology to embed AI and automation into People workflows.
Identify opportunities for AI, agents, workflow automation, self-service, and digital assistants to improve experience, reduce manual work, improve quality, and shift work to the right service tier.
Ensure AI-enabled People technology use cases include appropriate human-in-the-loop controls, data readiness, governance, adoption, and value measurement.
Support the People Team Reimagination agenda through technology, process redesign, and digital capability building.
Establish intake, prioritization, and governance processes for People technology demand.
Partner with Technology and delivery teams to define business requirements, solution design, acceptance criteria, testing, readiness, and adoption needs.
Improve transparency into portfolio status, dependencies, risks, capacity, tradeoffs, and decision points.
Lead release and change governance with platform, product, COE, HR Operations, and Technology teams.
Embed go-live readiness, adoption planning, stakeholder communication, and post-launch optimization into delivery practices.
Ensure People technology capabilities are adopted, used effectively, and deliver intended outcomes.
Define adoption, experience, efficiency, quality, and value realization metrics for major People technology initiatives.
Partner with HR Operations, COEs, Communications, Change, and AI Enablement to prepare employees, managers, and HR users to use new capabilities.
Build feedback loops to continuously improve People technology products and experiences, shifting focus from project completion to measurable business outcomes.
Lead and develop a high-performing People Technology team with product, platform, roadmap, stakeholder management, and digital transformation capabilities.
Build team capability in product ownership, business architecture, workflow thinking, release readiness, adoption, and value realization.
Foster a team culture of curiosity, partnership, accountability, transparency, and continuous improvement.
Operate effectively in a large, complex, matrixed enterprise with multiple stakeholders, competing priorities, and evolving business needs.