Manager IT BRM HR

Job description

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). ¢ Demonstrated functional HR knowledge across at least three domains: talent acquisition, core HR/HRIS, compensation & benets, 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 certication 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 conguration. ¢ 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 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 ¢ 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 benet structures) into system requirements and actionable conguration 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 denition, resource planning, risk management, status reporting, and stakeholder communication keeping projects on time, within budget, and delivering measurable outcomes. ¢ Dene and maintain a rolling HR technology roadmap, prioritizing investments based on business value, HR strategy alignment, and total cost of ownership. ¢ Conduct rigorous cost-benet 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/conguration 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.