Director, HR Technology

At the Blank Family of Businesses, our Core Values drive our culture, guide our decisions, and make our organization a great place to work.

GIVE BACK TO OTHERS

Recognize that the well-being of business cannot be separated from the well-being of society. Join in our ongoing eff­orts to give back through time, talents, labor and financial commitment.

LEAD BY EXAMPLE

Demonstrate an entrepreneurial spirit that supports our culture and vision. Take full advantage of our empowerment philosophy by o­ffering suggestions, making decisions and taking responsibility for actions. Stand up for your convictions and vocalize your opinions.

INNOVATE CONTINUOUSLY

Constantly seek new ways to improve results and move above and beyond what seems possible. Demonstrate non-stop reinvention. Do not let unnecessary bureaucracy kill innovation. Implement high quality, new processes, products, services, or solutions that meet or exceed the needs and expectations of our customers.

PUT PEOPLE FIRST

Demonstrate understanding that people are the center, the heartbeat of any successful enterprise. Build rapport and trust by demonstrating sensitivity and respect for others. Empower and listen to associates because they are our number-one source for information and ideas. Invest time and resources in developing associates’ skills and assisting them in managing their careers.

LISTEN AND RESPOND

Listen to internal and external customers (fans, grantees, players, associates, vendors, partners) to understand what they need. View customer needs as golden opportunities that, when creatively addressed, will enhance our competitive edge and the environment in which we all work and professionally grow. Dedicate the needed resources, time and energy to creating lasting value for all customers.

INCLUDE EVERYONE

Our individual diff­erences make our organization more valuable. Value diverse ideas, experiences, skills, work styles and backgrounds. Harness individual diff­erences to create a competitive advantage and better support our partners. Encourage others to accept and capitalize on diversity.

POSITION SUMMARY 

 The Director of HR Technology leads the strategy, administration, and governance of Workday and related HR systems across the Blank Family of Businesses (BFOB) while driving modernization including adopting modules and capabilities we are not yet using. This role sits within Information Technology and reports to the Sr. Director of Business Systems, with a dual-reporting relationship to the Sr. HR Director of Operations and Shared Services to ensure close alignment with HR priorities. The Director directly leads a team of three Workday analysts, setting direction, coaching and development, and technical leadership, while also serving as a hands-on contributor in Workday. The Director owns HR technology end to end, including Workday, related HR systems, and integrations with other enterprise platforms, with accountability for configuration, data integrity, security, reliability, and service delivery. The Director oversees configuration change management and leads the governance process for major system changes. The role calls for strategic partnership with HR, Finance, Payroll, and other stakeholders, combined with hands-on execution day to day. 

 The Director of HR Technology is a driven, results-oriented leader who is eager to raise the bar, builds trusted relationships with stakeholders and vendors, thrives amid the dynamic priorities of our businesses, and lives by Our Core Values - Put People First, Include Everyone, Lead by Example, Listen and Respond, Innovate Continuously, and Give Back to Others. Success in this role is measured by the strength of the team, the trust of stakeholders and vendors, and the business outcomes delivered through Workday. 

 The fully onsite position will be based at Mercedes-Benz Stadium in Atlanta, GA, and will also work from other locations around Metro Atlanta as needed. Must be able to carry a cell phone and respond promptly to occasional requests for critical assistance, including outside normal business hours. Occasional evening or weekend work may be required to support critical HRIS issues, payroll deadlines, and planned system releases or changes. 

ROLES AND RESPONSIBILITIES 

HRIS Strategy, Planning, Service, and Governance 

• Develops and manages the overall HR technology strategy, roadmap, and work priorities in partnership with IT and HR Leadership and adjusts priorities quickly as business needs change. 

• Owns the HR and workforce technology budget and regularly presents priorities, risks, and progress to senior leaders. Takes on ownership of additional business technology platforms as priorities and the portfolio evolve. 

• Drives the modernization of our Workday environment by assessing how the platform is used today, identifying and championing adoption of modules and features we are not yet using, and building a prioritized roadmap with business stakeholders that delivers measurable value.   

• Owns the ABI Mastermind platform for workforce management, scheduling, and time tracking, including configuration, change management, integrations with Workday and payroll, vendor relationship, and service delivery for business users. 

• Oversees configuration change management for Workday and related systems, ensuring changes are assessed, tested, approved, and documented through a consistent, controlled process. Leads the team's review, testing, and implementation of system upgrades, releases, and patches. 

• Leads governance for major changes to Workday and related systems, establishing decision-making processes and forums to evaluate, prioritize, and approve changes with HR, Finance, Payroll, IT, and business stakeholders. Owns security, compliance, and audit readiness for the platform and partners with the Information Security team to ensure proper protocols and controls are followed. 

• Owns data integrity, data governance, and reporting across HR systems and oversees integrations that exchange data with other systems, ensuring accurate, complete, secure, and reliable data flows in partnership with IT, business stakeholders, and vendors. Provides hands-on support for report administration and development. 

• Owns service delivery for HR system users, establishing and monitoring service-level expectations, ensuring timely response and resolution, and driving continuous improvement in the support experience. Provides hands-on ticket support and escalation assistance as needed. 

• Gathers organizational priorities and delivers HR systems enhancements that meet business needs, providing thought leadership and recommendations to maximize automation and leverage system capabilities. 

• Performs system configuration and delivers responsive service on daily HRIS operations and ticket SLAs, communicates clearly with end users on status and changes, and diagnoses complex configuration issues affecting payroll accuracy or compliance, implementing durable fixes 

People Leadership and Collaboration 

• Leads by example with a collaborative, accountable approach; coaches analysts to strengthen their judgment and technical skills, empowers them to take ownership, and balances clear expectations with practical support as priorities shift. 

• Builds and sustains strong, collaborative relationships with stakeholders from across the business (HR, Finance, IT, etc.), acting as a trusted partner who listens, communicates proactively, and earns credibility.  

• Provides hands-on technical leadership for the team as the senior Workday subject matter expert and technical escalation point, personally contributing to configuration, testing, and complex issue resolution across HR, Benefits, Payroll, Absence Management, Talent Management, Finance, Learning, and other supported business functions, while setting standards for solution design, quality, and documentation. 

• Builds and manages strong, proactive vendor relationships, with hands-on operational issue identification and resolution, and ensures service level agreements are upheld. Leads vendor selection, contract negotiations and extensions, holds vendors accountable while developing true partnerships, and manages vendor spend within the HR and workforce technology budget. 

REQUIRED QUALIFICATIONS, EXPERIENCE, AND SKILLS  

• Bachelor’s degree in human resources, information systems, business, or a related field 

• 12+ years of experience in relevant HRIS disciplines or any similar combination of education and experience 

• 5+ years of hands-on Workday administration and configuration (HCM, Recruiting, Finance, Learning, Payroll, Benefits, Time Tracking, Absence), with the technical depth to serve as the team's technical leader. 

• Proven people leader with 3+ years of experience leading analysts or technical staff, including coaching, developing, and holding a team accountable, ideally in a Workday or HRIS environment. 

• Strong relationship-builder and communicator, comfortable presenting to and speaking in front of senior leaders, with a record of earning trust and influencing business stakeholders, executives, and vendors. 

• Experience with configuration change management, system governance, security administration, and compliance and audit support for enterprise applications, in partnership with Information Security. 

• Experience owning data integrity, reporting, and integrations between HR systems and other enterprise systems, including hands-on use of Workday integration and reporting tools (such as EIB, Core Connectors, and Studio). 

• Experience managing a technology budget and vendor relationships, including vendor selection, contract negotiation, and service-level management. 

• Experience owning service delivery for a business user community, including meeting service-level expectations and driving continuous improvement. 

• Experience modernizing Workday environments and driving adoption of new modules and features, with the ability to initiate and champion change. 

• Self-motivated and curious, with a drive to improve how we operate and the ability to manage multiple complex priorities in a fast-paced, changing environment and to learn and take ownership of new platforms quickly. 

• High level of discretion and confidentiality. 

PREFERRED QUALIFICATIONS 

• Workday certification(s) 

• Experience with ABI Mastermind or comparable workforce management, scheduling, and time tracking platforms 

• Experience leading a Workday implementation