Sr. Manager, People Technology and AI Enablement

Your RoleThe People & Engagement Technology team is a critical member of the Corporate Platform in the IT Applications organization and is responsible for providing technical and functional leadership for multiple HR Technology products within the Corporate Platform. The team delivers product and system solutions that support digital transformation, automation, application security, regulatory compliance, and enduser support. The Sr. Manager, People Technology and AI Enablement is a strategic, solutiondriven, and resultsoriented leader accountable for the ownership, stability, and continuous evolution of Workday Compensation, Benefits, and Payroll. This role leads a midsize team of HR Technology professionals and serves as the functional and solution leader for Total Rewards and Payroll across the enterprise.In this role, you will work collaboratively across People & Engagement COEs, enterprise IT, Finance, Analytics & Reporting, Planning, and external partners to evaluate vendor solutions, design, build, and implement technology solutions, and enhance deployed applications. You will also play a key role in operationalizing AIenabled capabilities and agentassisted workflows to improve accuracy, efficiency, compliance, and employee experience.Our leadership model is about developing great leaders at all levels and creating opportunities for our people to grow - personally, professionally, and financially. We are looking for leaders that are energized by creative and critical thinking, building and sustaining high-performing teams, getting results the right way, and fostering continuous learning.Your Knowledge and ExperienceRequires a bachelor's degree or equivalent experience with a minimum of 10 years of relevant HR technology experience, including at least 4 years of people managementStrong understanding of Human Resources functions, Total Rewards, Payroll, and endtoend HR business processesA minimum of 5 years of handson Workday experience including configuration, optimization, and postimplementation ownershipAdvanced expertise in Workday Compensation, Benefits, and PayrollDemonstrated experience embedding AI and agentic capabilities into HR operations, including the design and enablement of intelligent automation, event-driven orchestration, decision augmentation, and autonomous or semi-autonomous agents to enhance compensation, benefits, and payroll processesSignificant experience leading complex, enterprisewide system implementations or major enhancementsProven ability to lead through influence, manage stakeholders, and deliver measurable outcomes with urgency and accountabilityCritical thinker with the ability to develop multi-year product and technology roadmap and innovative solutionsDemonstrates a strong bias for action, delivering measurable outcomes with urgency and accountability while maintaining quality and complianceAbility to lead through influence, manage stakeholders, and serve as a leader across People & Engagement projectsAdvanced knowledge and skills including technical or functional expertise, business acumen, risk management, delegation skills, and decision-making skillsExperience with building high-performance teams by providing guidance, coaching, and training to team membersExcellent verbal / written communication, collaboration, analytical and presentation skillsAdvanced expertise in Workday HCM, Security, Reporting, and Integrations preferredExperience with APIs, web services (REST/SOAP), MuleSoft middleware or Workday Studio preferredStrong understanding of HR data models, data governance, privacy, and compliance requirements preferredExperience with Workday dashboards, Prism Analytics, Tableau, Power BI, or similar tools preferredKnowledge of cloud architecture, SSO, and security protocols (SAML, OAuth) preferredExperience working in Agile or productoriented delivery models using tools such as Jira and Confluence preferredHybridThis role requires employees to be in-office based on our hybrid workplace model, balancing purposeful in-person collaboration with flexibility. For most teams, this means coming into the office two days each week.Employees living more than 50 miles from an office location will work with their manager to determine in-office time based on business need.