Sr. Assoc. VP, Human Resources Operations

University of Miami; United States; On-site; USD 180,000 - 280,000; Full time

Benefits offered by this job

Medical benefits

Tuition remission

Job summary

The University of Miami is seeking a Senior Associate Vice President, Human Resources Operations to lead an enterprise-wide portfolio spanning HR technology, transactions, analytics and data governance, with a focus on optimizing Workday HCM and automation.

The role reports to the CHRO and partners across HR, IT, Finance and Payroll to transform service delivery, governance, and workforce insights for a large, matrixed university environment.

Responsibilities

• HR Technology Strategy and Governance: provide strategic leadership for Workday HCM and related HR tech, with governance and roadmap.
• HR Operations and Service Delivery: oversee enterprise HR transactions, service levels and process improvements.
• HR Call Center: lead implementation and operations for employee and manager support.
• Workforce Analytics and Executive Reporting: develop dashboards and reporting for senior leaders.
• Data Governance, Controls and Risk: establish data governance standards and internal controls for HR data.
• Enterprise Partnership and Transformation: advise CHRO and lead cross-functional initiatives across HR, IT, Finance, Payroll.
• Team Leadership: build and lead a high-performing HR operations, analytics, and service-delivery team.

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

• 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 standards.
• Build trusted workforce analytics, reporting, and data governance capabilities that improve executive decision-making and workforce planning.
• Establish effective cross-functional governance across HR, IT, Finance, Payroll, and other critical partners.
• Build a cohesive, high-performing HR Operations organization with clear roles, accountability, and leadership depth.

CANDIDATE PROFILE

• The successful candidate will be an accomplished human resources executive with demonstrated success leading complex, enterprise-scale HR operations in a large, highly matrixed organization. This leader will bring strategic perspective, operational discipline, technology fluency, strong data orientation, and a customer-focused mindset, with a track record of modernizing HR operations and driving measurable improvement.
• A credible advisor and collaborative enterprise partner, the ideal candidate will be skilled at translating complexity into clear priorities, influencing across organizational boundaries, and building high-performing teams.
• Experience navigating academic, research, administrative, and health system environments, or similarly complex enterprises, will be valuable, along with the ability to balance enterprise consistency with differing operational needs.

IDEAL EXPERIENCE

• Enterprise HR Operations Leadership Significant progressive leadership experience overseeing a broad HR operations portfolio within a large, complex organization, including responsibility for HR technology, transactional services, service delivery, analytics, and operational improvement.
• HR Technology and Workday Expertise Demonstrated success leading HR technology strategy, governance, optimization, and transformation. Strong knowledge of enterprise HCM platforms is required; direct Workday HCM experience is strongly preferred.
• Operational Transformation and Service Delivery Proven success improving HR operations through process redesign, standardization, automation, workflow optimization, and digital self-service. Experience leading an HR Call Center or comparable employee-service operation, including service levels, knowledge management, escalation pathways, and performance measurement.
• Workforce Analytics and Data Governance Demonstrated experience advancing workforce analytics and reporting, strengthening data governance and integrity, and translating workforce information into actionable insights for senior leaders.
• Leadership in a Complex, Matrixed Organization Success navigating organizational and functional complexity and building productive partnerships across HR, IT, Finance, Payroll, and business leadership. Experience in higher education, academic medicine, health care, or another highly complex enterprise is preferred.
• Team Leadership Demonstrated ability to build, develop, and lead high-performing multidisciplinary teams through growth, transformation, and organizational change.
• Education Bachelor's degree in human resources, business administration, information systems, organizational leadership, or a related field required; advanced degree preferred.

CRITICAL LEADERSHIP CAPABILITIES

• Leading People The Senior Associate Vice President will build and lead a high-performing multidisciplinary organization by: Establishing clear priorities, accountability, and performance expectations. Developing leaders and strengthening organizational capability across HR operations, technology, analytics, and service delivery. Building a culture of collaboration, continuous improvement, operational discipline, and customer service. Leading teams effectively through organizational and technological change. Acting Strategically
• Acting Strategically The successful candidate will balance long-term strategy with disciplined execution by: Translating University and HR priorities into an integrated HR Operations strategy and roadmap. Anticipating future technology, workforce, service-delivery, and data needs. Identifying opportunities for automation, simplification, and redesign based on enterprise value and measurable impact. Using data and performance measures to set priorities, assess progress, and develop scalable solutions. Collaborating and Influencing
• Collaborating and Influencing Success will require strong partnership and influence across organizational boundaries. The Senior Associate Vice President will: Build credibility and productive relationships with senior executives, HR leaders, and key enterprise partners such as information technology, finance, and payroll. Navigate competing priorities and stakeholder needs while maintaining an enterprise perspective. Communicate complex operational, technological, and data issues clearly to technical and nontechnical audiences. Influence decisions through sound judgment, evidence, relationships, and organizational credibility.

OTHER INFORMATION

The University of Miami offers competitive salaries and a comprehensive benefits package including medical, dental, tuition remission and more.

UHealth-University of Miami Health System, South Florida’s only university-based health system, provides leading-edge patient care powered by the ground breaking research and medical education at the Miller School of Medicine.

As an academic medical center, we are proud to serve South Florida, Latin America and the Caribbean.

Our physicians represent more than 100 specialties and sub-specialties, and have more than one million patient encounters each year.

Our tradition of excellence has earned worldwide recognition for outstanding teaching, research and patient care.

We’re the challenge you’ve been looking for.

The University of Miami is an Equal Opportunity Employer. Applicants and employees are protected from discrimination based on certain categories protected by Federal law.

Job Status: Full time Employee Type: Staff

The University of Miami is an Equal Opportunity Employer. Applicants and employees are protected from discrimination based on certain categories protected by Federal law.