Manager IT BRM HR

Manager, IT BRM (HR)
Job Description - 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 whats 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.
Qualications & Technical Skills

Bachelors degree in Information Technology, Computer Science, Business
Administration, or related eld; Masters degree preferred.

7+ years of progressive IT experience with at least 4 years in a hands-on HR technology
role conguring, implementing, and supporting HCM platforms (Workday, SAP
SuccessFactors, Oracle HCM, DarwinBox, or equivalent).
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Demonstrated functional HR knowledge across at least three domains: talent
acquisition, core HR/HRIS, compensation & benets, payroll, learning & development, or
workforce management.
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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 certication
preferred.
¢ Hands-on experience with HR system integrations, middleware (e.g., MuleSoft, Dell
Boomi), and HR data reporting/analytics tools.
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Familiarity with HR compliance requirements (e.g., GDPR, pay equity regulations,
statutory reporting) and how they translate into system conguration.
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Up-to-date knowledge of HR technology trends including AI-driven talent tools, skills-
based workforce management, and HR process automation (RPA/AI).
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Exceptional communication skills with the ability to engage credibly with HR business
leaders and translate operational HR needs into actionable technical solutions.
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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 conguration, 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, benets, payroll, learning & development,
performance management, and oboarding.
¢ Perform business process analysis alongside HR stakeholders, documenting current-
state workows, identifying gaps, and designing improved future-state congurations.
Deep HR Functional Partnership
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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.
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Translate HR policy and regulatory changes (e.g., pay equity, compliance reporting, new
benet structures) into system requirements and actionable conguration changes.
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Champion data integrity across HR systems establishing data governance standards,
audit routines, and remediation processes in collaboration with HR operations teams.
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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
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Manage the HR IT project portfolio with discipline: scope denition, resource planning,
risk management, status reporting, and stakeholder communication keeping projects on
time, within budget, and delivering measurable outcomes.
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Dene and maintain a rolling HR technology roadmap, prioritizing investments based
on business value, HR strategy alignment, and total cost of ownership.

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Conduct rigorous cost-benet analyses for new system investments, upgrades, and
vendor decisions, presenting clear business cases to IT and HR leadership.
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Lead post-implementation reviews to capture lessons learned and continuously
improve delivery practices.
Vendor & Contract Management
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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.
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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
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Lead and mentor a team of HR IT analysts and developers, providing technical
guidance, code/conguration reviews, and career development support.
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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
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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.
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Identify and lead process automation opportunities across HR operations, reducing
manual eort and improving data accuracy.
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Drive adoption of deployed tools through targeted training, user enablement, and
change management activities developed in close collaboration with HR leadership.
Key Performance Indicators
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95% of projects delivered on time and within budget.
Achieve a project success rate of 90% based on dened project objectives.
Improve application uptime and availability.

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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
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Complete a thorough audit of the existing HR technology landscape, documenting
gaps, risks, and quick-win improvement opportunities.
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Establish a trusted partnership with the CHRO and HR leadership team, becoming the
go-to advisor for technology decisions.
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Drive at least one signicant HR technology improvement (e.g., HCM module
implementation, process automation, or integration) from design through go-live.
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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.
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Drives Innovation & Focus champions AI, automation, and emerging HR tech to
improve workforce outcomes and employee experience.
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Employee & HR Customer Obsession places the employee experience at the center of
every technology decision and service delivery model.
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Business Acumen understands HR operating models, workforce economics, and
people strategy to ensure IT solutions deliver measurable business value.
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Critical thinking & problem solving applies structured analytical thinking to navigate
complex HR technology landscapes and competing organizational priorities.