Healthfirst

• The Director, HR Technology Programs leads the strategy, design, and execution of integrated HR technology solutions that enhance and analyze the employee experience while directly supporting enterprise and organizational goals. • Reporting to the VP, HR Operations, in partnership with the full HR Leadership Team, this role oversees implementation projects, ensures data integrity, manages vendor/partner relationships, drives adoption of best practices, and leads team development. • This role sits at the intersection of HR, IT, Data, Finance, and Compliance and serves as a strategic architect of Healthfirst’s HR digital operating model.

Work Schedule

• This role is required to be at 100 Church Street, New York, NY three days per week (Tuesday/Wednesday/Thursday).

Scope of Responsibilities:

Technology Transformation & Operations

• In partnership with Program Management, IT, and HR Centers of Excellence (COEs), lead HR technology transformation initiatives including new system implementations, feature rollouts, integrations, and process improvements.

• Ensure employee experience remains at the forefront of all technology changes.

• Manage vendor relationships, including service level agreements (SLAs), while partnering with IT as Product Owner to resolve emerging issues and execute PI planning.

• Lead HR operational process modernization, including end-to-end onboarding digitization, workforce data integrity, and enterprise HR reporting and analytics.

• Oversee the digitization of employee onboarding from offer acceptance to day one, enforcing regulatory compliance and data accuracy through close partnership with functional stakeholders.

• Ensure all onboarding artifacts are captured digitally, stored securely, and integrated with HR systems for reporting and audit readiness.

HR Data Architecture & Governance

• Design and implement an enterprise-level HR data model ensuring source-to-report consistency across HRIS, ATS, onboarding, payroll, benefits and performance systems through close partnerships with functional stakeholders.

• Define and enforce data standards, governance policies, and audit controls to maintain trusted people data across the organization.

• Partner with IT, compliance, and enterprise data teams on integrations, security, and reporting pipelines.

• Establish, monitor, and govern a portfolio of HR KPIs aligned with organizational goals in partnership with key stakeholders.

• Ensure data definitions are standardized, widely understood and actionable.

Reporting, Analytics & Executive Insight

• Deliver regular and ad-hoc HR reports and dashboards

Strategic Innovation & Enterprise Alignment

• Leverage AI, emerging HR technologies, and people analytics to drive innovation, continuous process improvement, and operational insights.

• Demonstrate a forward-thinking, innovative mindset and provide strategic insights into how technology and analytics can execute enterprise and HR strategies with measurable outcomes.

• Foster a culture of innovation, ensuring prioritization of high-impact work and effective capacity planning.

• Ensure enterprise alignment around all AI use cases for HR.

Stakeholder & Relationship Leadership

• Manage key stakeholder relationships, ensuring analytics and technology strategies align with business needs.

• Partner with members of the HR team and functional leaders to define needs and to gain insights regarding priority business issues.

• Build strong partnerships across IT and Enterprise Analytics to optimize systems integrations, functionality, data architecture, governance, and employee experience.

Leadership of HR Technology Team

• Lead, mentor, and develop the HR Technology Program team.

• Build data literacy and capabilities across HR by developing and deploying an HR data playbook.

• Continuous Improvement & Operational Excellence

• Establish report production standards, schedules, SLAs, and quality checks.

• Ensure HR reporting outputs are compliant, repeatable, and aligned with enterprise reporting best practices.

• Lead initiatives to automate routine reporting and minimize manual processes.

• Drive performance metrics tied to onboarding outcomes including onboarding completion rate, time to productivity, and compliance milestone adherence.

Minimum Qualifications:

• Bachelor's degree from an accredited institution.

• 10+ years of progressive HR operations, or HR technology.

• Strong background in data architecture, governance, systems integration, and technology transformation.

• Proven expertise in HR technology platforms and leveraging AI for HR innovation.

• Strong facilitation, consulting, and influence skills across a variety of audiences.

• Exceptional stakeholder management skills with the ability to translate complex data into insights.

• Demonstrated success leading high-performing teams and building organizational capability in data literacy.

• Excellent communication, storytelling, and change leadership skills.

Preferred Qualifications:

• Advanced degree in related field.

• Experience with Workday.

Hiring Range*:

• Greater New York City Area (NY, NJ, CT residents): $154,600 - $236,555

• All Other Locations (within approved locations): $127,500 - $195,075

As a candidate for this position, your salary and related elements of compensation will be contingent upon your work experience, education, licenses and certifications, and any other factors Healthfirst deems pertinent to the hiring decision.

In addition to your salary, Healthfirst offers employees a full range of benefits such as, medical, dental and vision coverage, incentive and recognition programs, life insurance, and 401k contributions (all benefits are subject to eligibility requirements). Healthfirst believes in providing a competitive compensation and benefits package wherever its employees work and live.

*The hiring range is defined as the lowest and highest salaries that Healthfirst in “good faith” would pay to a new hire, or for a job promotion, or transfer into this role.

WE ARE AN EQUAL OPPORTUNITY EMPLOYER. HF Management Services, LLC complies with all applicable laws and regulations. Applicants and employees are considered for positions and are evaluated without regard to race, color, creed, religion, sex, national origin, sexual orientation, pregnancy, age, disability, genetic information, domestic violence victim status, gender and/or gender identity or expression, military status, veteran status, citizenship or immigration status, height and weight, familial status, marital status, or unemployment status, as well as any other legally protected basis. HF Management Services, LLC shall not discriminate against any disabled employee or applicant in regard to any position for which the employee or applicant is otherwise qualified.