Manager, IT – BRM (HR)

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.