Sr. Assoc. VP, Human Resources Operations

University of Miami; Miami (FL); On-site; USD 190,000 - 240,000; Full time

Job summary

The University of Miami seeks a strategic, senior HR leader to oversee HR technology, operations, and governance across the enterprise. Reporting to the CHRO, this executive will optimize Workday HCM and related systems, standardize processes, and drive automation to improve service delivery and data integrity.

In collaboration with Finance, IT, and Payroll, the role will lead workforce analytics, executive reporting, and HR transformation initiatives, while building a high-performance team

Qualifications

• Experience leading enterprise HR technology programs and governance.
• Strong collaboration with HR, IT, Finance, Payroll and executive teams.
• Proven ability to translate institutional priorities into scalable HR practices and services.

Responsibilities

• Provide strategic leadership for HR technology roadmap, governance, and security.
• Oversee enterprise HR operations, transactions, and service delivery.
• Lead HR Call Center strategy and performance optimization.
• Advance workforce analytics, dashboards, and executive reporting.
• Institute data governance standards, controls, and risk management.
• Partner with CHRO and leadership to drive transformation across HR functions.
• Build a high-performing, customer-focused HR operations team.

Skills

HR technology strategy

Leadership & team building

Data governance

Workday HCM

Analytics & reporting

Education

Master's degree in HR/Business

MBA or related

Tools

Workday

HRIS

Data visualization tools

Job description

The University of Miami is advancing the next phase of its Human Resources operating model, with a focus on integrated technology, streamlined operations, high-quality service delivery, reliable workforce data, and an improved employee and manager experience.

Reporting to the Chief Human Resources Officer, the Senior Associate Vice President, Human Resources Operations will lead an enterprise-wide portfolio spanning HR technology, HR transactions and operational services, the HR Call Center, workforce analytics and reporting, data governance, and related HR systems and processes. A key priority will be optimizing Workday HCM and the broader HR technology ecosystem while advancing automation, standardization, self-service, and data integrity.

As a senior advisor to the CHRO and HR Executive Leadership Team, this leader will partner across HR, Finance, Information Technology, Payroll, and other key functions to strengthen governance, improve service and operational performance, and advance the University's broader HR transformation agenda.

KEY RELATIONSHIPS

• Reports to: Chief Human Resources Officer
• Direct Reports: TBD
• Other Key Relationships: HR Executive Leadership Team, University executive, academic, and health system leadership, Information Technology, Finance, and Payroll, Talent Acquisition, Total Rewards, Employee Relations, Organizational Development, and HR Client Services, University managers and HR stakeholders across the enterprise

KEY RESPONSIBILITIES

• HR Technology Strategy and Governance Provide strategic leadership for Workday HCM and the broader HR technology ecosystem, ensuring alignment with institutional priorities, security, compliance, and user experience. Establish and execute an HR technology roadmap focused on optimization, automation, standardized configuration, integration, self-service, and scalability. Establish clear governance, decision rights, and accountability for HR technology priorities and investments.
• HR Operations and Service Delivery Lead enterprise HR transaction and operational services, ensuring accurate, timely, consistent, and customer-focused delivery. Establish service levels, quality controls, performance measures, and operational standards. Drive continuous process improvement through standardization, workflow optimization, and automation.
• HR Call Center Lead the strategic implementation and operation of the HR Call Center, providing accessible and responsive support to faculty, staff, and University managers. Establish effective triage and escalation pathways in partnership with specialized HR functions. Use call center metrics, knowledge management, digital self-service, and employee experience trends to improve service delivery.
• Workforce Analytics and Executive Reporting Advance enterprise HR analytics, dashboards, and reporting that support timely, data-informed workforce decisions. Provide actionable insight into recruiting performance, vacancies, staffing trends, workforce demand, position control, and pipeline forecasting. Increase the automation and consistency of executive reporting and workforce planning.
• Data Governance, Controls and Risk Establish enterprise HR data governance standards that strengthen data accuracy, consistency, security, accessibility, and usability. Maintain a strong internal control environment, including risk assessment, regulatory compliance, safeguarding of assets, and reliable reporting. Establish clear ownership and accountability for HR data, processes, and controls.
• Enterprise Partnership and Transformation Serve as a strategic advisor to the CHRO and HR Executive Leadership Team on HR operations, technology, analytics, and service delivery. Lead cross-functional governance and enterprise initiatives across HR, IT, Finance, Payroll, and other key partners. Translate institutional priorities into scalable HR practices, systems, and services.
• Team Leadership Build and lead a high-performing team across HR operations, technology, analytics, and customer service. Establish clear accountability, performance expectations, professional development, and succession planning. Foster a culture of operational excellence, collaboration, continuous improvement, and customer service.

DESIRED OUTCOMES

During the first 12-24 months, the successful candidate will :

• Establish an integrated HR Operations strategy and roadmap aligned with the University's HR and institutional priorities.
• Advance Workday HCM and related HR technologies through greater standardization, automation, self-service, and system effectiveness.
• Strengthen HR service delivery through clear service levels, streamlined processes, effective escalation pathways, and measurable performance standar