Mission of the Role

This is a hands-on leadership role for a practitioner who understands HR from the inside out. The Manager, IT – BRM (HR) serves as the primary technology partner to the HR function – someone who can sit in a compensation review or a talent calibration session, understand what's being discussed, and translate that directly into system solutions. You will own the full HR technology stack, drive implementations, lead a small team of IT professionals, and act as the trusted advisor who bridges the gap between people strategy and technology execution.

Qualifications & Technical Skills

Bachelor's degree in Information Technology, Computer Science, Business Administration, or related field; Master's degree preferred.
7+ years of progressive IT experience with at least 4 years in a hands-on HR technology role – configuring, implementing, and supporting HCM platforms (Workday, SAP SuccessFactors, Oracle HCM, DarwinBox, or equivalent).
Demonstrated functional HR knowledge across at least three domains: talent acquisition, core HR/HRIS, compensation & benefits, payroll, learning & development, or workforce management.
Proven track record of personally leading end-to-end HCM implementations or major module rollouts in a global, multi-country environment.
Strong project and program management skills; PMP or equivalent certification preferred.
Hands-on experience with HR system integrations, middleware (e.g., MuleSoft, Dell Boomi), and HR data reporting/analytics tools.
Familiarity with HR compliance requirements (e.g., GDPR, pay equity regulations, statutory reporting) and how they translate into system configuration.
Up-to-date knowledge of HR technology trends including AI-driven talent tools, skills-based workforce management, and HR process automation (RPA/AI).
Exceptional communication skills with the ability to engage credibly with HR business leaders and translate operational HR needs into actionable technical solutions.
Continuous improvement mindset (LEAN/Agile) with a track record of simplifying HR processes through technology.

Key Accountabilities / How You Will Spend Your Days

Hands-On HR Technology Delivery

Serve as a subject-matter expert and active practitioner on core HCM platforms (e.g., Workday, SAP SuccessFactors, Oracle HCM, DarwinBox)
Lead and personally contribute to HCM transformation projects – from blueprint and design workshops through configuration, UAT, cutover, and hypercare – with direct accountability for system quality.
Own end-to-end HR technology processes across the employee lifecycle: talent acquisition, onboarding, compensation, benefits, payroll, learning & development, performance management, and offboarding.
Perform business process analysis alongside HR stakeholders, documenting current-state workflows, identifying gaps, and designing improved future-state configurations.

Deep HR Functional Partnership

Partner with HR Business Partners, Total Rewards, Talent Acquisition, L&D, and Payroll teams – attending functional meetings, understanding operational pain points, and proactively proposing technology solutions.
Act as the primary escalation point for HR system issues; investigate root causes, engage vendors as needed, and drive resolution with urgency and transparency.
Translate HR policy and regulatory changes (e.g., pay equity, compliance reporting, new benefit structures) into system requirements and actionable configuration changes.
Champion data integrity across HR systems – establishing data governance standards, audit routines, and remediation processes in collaboration with HR operations teams.
Support workforce analytics by ensuring HR data structures, reporting hierarchies, and BI integrations are accurate, timely, and meaningful for HR and business leaders.

Project & Portfolio Management

Manage the HR IT project portfolio with discipline: scope definition, resource planning, risk management, status reporting, and stakeholder communication – keeping projects on time, within budget, and delivering measurable outcomes.
Define and maintain a rolling HR technology roadmap, prioritizing investments based on business value, HR strategy alignment, and total cost of ownership.
Conduct rigorous cost-benefit analyses for new system investments, upgrades, and vendor decisions, presenting clear business cases to IT and HR leadership.
Lead post-implementation reviews to capture lessons learned and continuously improve delivery practices.

Vendor & Contract Management

Own vendor relationships for HR technology platforms and third-party integrations – managing SLAs, escalating performance issues, and negotiating contract renewals with a value-for-money mindset.
Evaluate new HR technology vendors and solutions with structured RFP/RFI processes, personally assessing demos and conducting reference checks to make informed recommendations.

Team Leadership & Capability Building

Lead and mentor a team of HR IT analysts and developers, providing technical guidance, code/configuration reviews, and career development support.
Build team capability in HR functional knowledge alongside technical skills – ensuring the IT team understands what HR does, not just how the system works.
Foster a culture of continuous improvement, psychological safety, and learning from both successes and failures.

Technology Innovation & Process Improvement

Stay current with HR technology trends – AI-driven talent intelligence, skills-based workforce tools, RPA, and employee experience platforms – and pilot relevant innovations in a structured, value-focused way.
Identify and lead process automation opportunities across HR operations, reducing manual effort and improving data accuracy.
Drive adoption of deployed tools through targeted training, user enablement, and change management activities developed in close collaboration with HR leadership.

Key Performance Indicators

95% of projects delivered on time and within budget.
Achieve a project success rate of 90% based on defined project objectives.
Improve application uptime and availability.
Reduction in application-related incidents by 20%.
Adherence to the IT budget with a variance of less than 5%.
Achieve a team satisfaction score of 85% or higher in annual surveys.
Proactively identify and mitigate potential risks and vulnerabilities.
Upgrade outdated, unsupportive IT Infrastructure & Software, supporting Finance and HR operations, with latest technology to improve system uptime and availability to 99%.

Key Year One Deliverables

Complete a thorough audit of the existing HR technology landscape, documenting gaps, risks, and quick-win improvement opportunities.
Establish a trusted partnership with the CHRO and HR leadership team, becoming the go-to advisor for technology decisions.
Drive at least one significant HR technology improvement (e.g., HCM module implementation, process automation, or integration) from design through go-live.
Publish a 3-year HR IT roadmap aligned to HR and business strategy.
Implement operational governance practices for HR system support, change management, and release management.

Key Leadership Behaviors

Lead from the front – models accountability, transparency, and a growth mindset for the IT-HR team.
Stakeholder Management – builds deep trust with CHRO, HR Business Partners, and People leadership as a strategic advisor.
Drives Innovation & Focus – champions AI, automation, and emerging HR tech to improve workforce outcomes and employee experience.
Employee & HR Customer Obsession – places the employee experience at the center of every technology decision and service delivery model.
Business Acumen – understands HR operating models, workforce economics, and people strategy to ensure IT solutions deliver measurable business value.
Critical thinking & problem solving – applies structured analytical thinking to navigate complex HR technology landscapes and competing organizational priorities.

Manager, IT BRM (HR)