HR Technology Lead

Proliant Health & Biologicals; Ankeny (IA); Sur place; USD 110 000 - 170 000; Plein temps

Résumé du poste

Proliant Health & Biologicals is seeking an HR Technology Lead to own and optimize HR systems (Workday) with broad visibility across HR, Payroll, IT, Finance, and business partners. This hands-on role focuses on improving system capabilities and shaping future HR technology strategy.

You'll coordinate with vendors, consultants, and internal teams to implement features, troubleshoot issues, maintain documentation, and ensure data accuracy and compliance.

Responsabilités

• Serve as the primary administrator and owner of HR Technology (currently Workday) and related HR systems, working with internal partners and vendors, consultants, and support providers as needed.
• Set up, test, implement, and maintain system features across HR, Payroll, Benefits, Time Tracking, Recruiting, Talent, Performance, Learning, Employee Engagement, Compensation, and future system capabilities.
• Monitor system performance, troubleshoot issues, and resolve data and process concerns.
• Maintain system documentation, configuration records, workflows, and operating procedures.
• Review new features, system releases, and technology updates and recommend improvements that meet business needs.
• Work with business partners to understand their needs and identify ways technology can improve processes.
• Lead process improvements that increase efficiency, data accuracy, and compliance.
• Support annual HR processes including performance reviews, compensation planning, open enrollment, succession planning, and engagement initiatives.
• Recommend practices that keep HR systems effective as the organization grows and implement changes.
• Develop and maintain reports, dashboards, calculated fields, and data analysis tools to support decision-making.
• Keep employee and organizational data accurate, consistent, and reliable.
• Support audit requests, compliance reporting, and regulatory requirements.
• Manage access controls and data protection in HR systems, coordinating with HR, IT, and vendors.
• Coordinate and support integrations that connect HR systems with other internal systems and vendor applications.
• Manage vendors, consultants, and support providers within priorities and budgets, tracking progress and costs.
• Serve as the main point of contact between HR, IT, and vendors on HR technology matters.
• Provide system guidance, training, and support to HR team members, managers, and employees.
• Create user guides and share knowledge to enable self-service usage.
• Lead testing for system upgrades, new features, and process changes.
• Serves as the primary owner of HR systems and is accountable for results across multiple companies and locations.
• Help shape HR processes, system usability, reporting, and future technology plans.
• Maintain accurate employee data used for payroll, benefits, talent processes, compliance reporting and workforce planning.
• Improve systems and processes to enhance efficiency and support company growth.
• Manage day-to-day work within priorities and resources, collaborating with leadership to address competing needs.

Description du poste

Are you an HR technology professional who enjoys getting into the details, solving problems, and seeing the impact of your work across an organization?

We're looking for an HR Technology Lead to serve as the primary owner of our HR systems, including Workday and related technologies. This is a hands-on role with broad visibility across HR, Payroll, IT, Finance, and the businesses we support. You'll have the opportunity to improve how our systems work today while helping shape how we use HR technology going forward.

You don't need to be the expert in every module or technical area. We're looking for someone who brings strong HR technology experience, knows how to dig into problems, and can bring together internal partners, vendors, and specialized consultants when additional expertise is needed.

As a member of Shared Services, this role demonstrates and promotes Trust, Collaboration, and Innovation by building strong partnerships, delivering reliable solutions, and finding practical ways to improve processes and technology across the organization.

Key Accountabilities

HR Technology Administration & Improvement

• Serve as the primary administrator and owner of HR Technology (currently Workday) and related HR systems, working with internal partners and vendors, consultants, and support providers as needed.
• Set up, test, implement, and maintain system features directly or through qualified vendors and consultants across HR, Payroll, Benefits, Time Tracking, Recruiting, Talent, Performance, Learning, Employee Engagement, Compensation, and future system capabilities.
• Monitor system performance, troubleshoot issues, and resolve data and process concerns.
• Maintain system documentation, configuration records, workflows, and operating procedures.
• Review new features, system releases, and technology updates and recommend improvements that meet business needs.

Business Process & Continuous Improvement

• Work with business partners to understand their needs and identify ways technology can improve processes.
• Lead process improvements that make work more efficient, help people use the systems effectively, improve data accuracy and consistency, and support compliance.
• Support annual HR processes including performance reviews, compensation planning, open enrollment, succession planning, and engagement initiatives.
• Recommend practices that keep HR systems effective as the organization grows, and implement agreed changes.

Reporting, Analytics & Data Accuracy

• Develop and maintain reports, dashboards, calculated fields, and data analysis tools to support business decision-making.
• Keep employee and organizational data accurate, consistent, and reliable.
• Support audit requests, compliance reporting, and regulatory requirements.

System Access & Data Protection

• Manage who can view information and make changes in HR systems, based on approved job responsibilities.
• Review access regularly and update permissions when responsibilities change or access is no longer needed.
• Work with HR, IT, and vendors or consultants to protect confidential employee information, follow applicable company policies and legal requirements, and address security concerns.

Integrations & Vendor Management

• Coordinate and support integrations that connect HR systems with other internal systems and vendor applications.
• Manage vendors, consultants, and support providers within agreed priorities and approved resources, recommending specialist support when needed. Agree on requirements, scope, timelines, and expected results; track progress and costs; and hold partners accountable for their commitments.
• Work with business partners to test and review vendor and consultant work against agreed requirements. Confirm that issues are resolved, documentation is complete, and needed knowledge has been shared before closing the work.
• Serve as the main point of contact between HR, IT, and vendors, consultants, and support providers on HR technology matters.

User Support & Training

• Provide system guidance, training, and support to HR team members, managers, and employees.
• Create user guides and share knowledge to help employees and managers use self-service tools confidently and effectively.
• Lead testing for system upgrades, new features, and business process changes.

Scope & Impact

• Serves as the primary owner of HR systems and is accountable for results, whether completing work directly or through vendors and consultants.
• Supports HR systems and processes across multiple companies and locations.
• Helps shape HR processes, system usability, reporting, and future technology plans.
• Maintains accurate employee data used for payroll, benefits, talent processes, compliance reporting and workforce planning.
• Improves systems and processes to make work more efficient and support company growth.
• Manages day-to-day work within agreed priorities and resources, working with leadership to address competing needs.

Decision-Making & Problem Solving

The HR Technology Lead evaluates b