Director, People Technology (Workday)

At WD, we are transforming the way technology enables HR services and the employee experience. We are looking for a strategic and hands on Director, People Technology to lead a team of Business Systems Analysts responsible for delivering scalable, business focused technology solutions across People functions. This leader will mentor and grow a high performing business analysis team. This team is responsible for translating business needs into effective process and technology solutions across HR domains.

The ideal candidate combines strong people leadership, deep business analysis expertise, systems thinking, and a passion for developing talent. This role sits at the forefront of delivering high-quality outcomes across the People Technology portfolio.

ESSENTIAL DUTIES AND RESPONSIBILITES

Team Leadership

This role leads, mentors, and develops a team of Business Systems Analysts by fostering accountability, continuous improvement, collaboration, and user centric problem solving. The Director establishes clear expectations, creates meaningful development plans, and opens career growth opportunities for team members while defining the capabilities and skills required for a strong business systems analysis function. Just as importantly, this leader builds a culture of knowledge sharing, constructive challenge, innovation, and impact.

Technology Leadership

The Director is responsible for driving our HR technology vision, roadmap, and execution. They provide direction and oversight across the full tech lifecycle, including requirements discovery, process analysis, functional design, testing, implementation, and post-launch optimization. This leader ensures consistent standards for documentation, quality controls, and delivery methods across the team, while coaching analysts to translate complex business challenges into clear, scalable, and sustainable process and technology solutions. The role also requires functional and technical depth to evaluate tradeoffs, challenge solution approaches, and engage credibly with business and technology partners.

Stakeholder Partnership

This leader serves as a trusted advisor to the People team, our IT technology partners, and company cross-functional stakeholders. The Director owns strong relationships across the organization to understand strategy, clarify priorities, and identify opportunities for transformation and optimization. They facilitate complex discussions, resolve ambiguity, align stakeholders, and drive decisions on requirements and solution direction, while creating transparency around priorities, dependencies, risks, tradeoffs, and expected business outcomes.

Improvement & Innovation

This leader drives continuous improvement through process simplification, standardization, automation, and thoughtful technology enablement. They encourage the team to identify root causes, question legacy practices, and recommend solutions that improve employee experiences. They also champion responsible adoption of emerging capabilities and new ways of working to create measurable business value.

Qualifications

Required:

• Proven experience leading and developing Business Systems Analysts/HRIS Analysts. Success building high performing teams, developing talent, and creating clear accountability for outcomes.

• Deep expertise in business analysis practices, including requirements management, process design, functional solution design, testing, implementation, and optimization. Establishing and improving operating models, user enablement, and governance frameworks.

• Strong understanding of enterprise HR technology, the HR domain, and its processes. The ability to connect company business priorities to HR programs and deliver meaningful, impactful outcomes.

• Demonstrated experience with Workday HCM & ServiceNow specifically, and broader HR tech SaaS solutions in general. Familiarity with operating in shared models where configuration and administration is co-owned between HR and IT.

• Expertise in modern SaaS HR systems architecture, integration principles, data quality practices, and emerging technologies such as AI.

• Significant experience and ability in designing and then delivering multi-year roadmaps, balancing quick wins with longer term transformative work.

• Exceptional communication, facilitation, influencing, stakeholder management, and problem solving skills.

About you:

• The People Gardener. You elevate capability through clear expectations, candid coaching, meaningful opportunities, and active investment in team growth. You’re known for growing future leaders.

• The Cartographer. You are comfortable operating in ambiguity and building as you go. If the map doesn’t exist you make it.

• The Dot Connector. You analyze processes, data, user experience, technology, and operating realities before recommending a path forward. You understand both technology and HR deeply enough to keep the focus on business outcomes and employee experience. You deliver user-centric holistic outcomes, not fragmented bodies of work.

• The Smooth Operator. You know when to create repeatable structure and when to remain agile. You know when to slow down and when to speed up. You deliver amazing outcomes and build durable scale with just the right depth of structure and controls.

• The Bridge Builder. You build credibility across functions, communicate clearly, and create alignment even when priorities or perspectives differ. You are viewed as a respected and trusted partner no matter the situation. You help stakeholders first envision and then move from current to future state.

Compensation & Benefits Details

• An employee’s pay position within the salary range may be based on several factors including but not limited to (1) relevant education; qualifications; certifications; and experience; (2) skills, ability, knowledge of the job; (3) performance, contribution and results; (4) geographic location; (5) shift; (6) internal and external equity; and (7) business and organizational needs.

• The salary range is what we believe to be the range of possible compensation for this role at the time of this posting. We may ultimately pay more or less than the posted range and this range is only applicable for jobs to be performed in California, Colorado, New York or remote jobs that can be performed in California, Colorado and New York. This range may be modified in the future.

• If your position is non-exempt, you are eligible for overtime pay pursuant to company policy and applicable laws. You may also be eligible for shift differential pay, depending on the shift to which you are assigned.

• You will be eligible to be considered for bonuses under either WD’s Short Term Incentive Plan (“STI Plan”) or the Sales Incentive Plan (“SIP”) which provides incentive awards based on Company and individual performance, depending on your role and your performance. You may be eligible to participate in our annual Long-Term Incentive (LTI) program, which consists of restricted stock units (RSUs) or cash equivalents, pursuant to the terms of the LTI plan. Please note that not all roles are eligible to participate in the LTI program, and not all roles are eligible for equity under the LTI plan. RSU awards are also available to eligible new hires, subject to WD's Standard Terms and Conditions for Restricted Stock Unit Awards.

• We offer a comprehensive package of benefits including paid vacation time; paid sick leave; medical/dental/vision insurance; life, accident and disability insurance; tax-advantaged flexible spending and health savings accounts; employee assistance program; other voluntary benefit programs such as supplemental life and AD&D, legal plan, pet insurance, critical illness, accident and hospital indemnity; tuition reimbursement; transit; the Applause Program; employee stock purchase plan; and the WD Savings 401(k) Plan.

• Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, benefits, or any other form of compensation and benefits that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company’s sole discretion, consistent with the law.