Manager - Business Relationship Management - IT

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 what's 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.

Qualifications & Technical Skills:

- Bachelor's degree in Information Technology, Computer Science, Business Administration, or related field; Master's degree preferred.

- 7+ years of progressive IT experience with at least 4 years in a hands-on HR technology role - configuring, 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 & benefits, 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 certification 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 configuration.

- 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:

1. 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 configuration, 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, benefits, payroll, learning & development, performance management, and offboarding.

- Perform business process analysis alongside HR stakeholders, documenting current-state workflows, identifying gaps, and designing improved future-state configurations.

2. 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 benefit structures) into system requirements and actionable configuration 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.

3. Project & Portfolio Management:

- Manage the HR IT project portfolio with discipline: scope definition, resource planning, risk management, status reporting, and stakeholder communication - keeping projects on time, within budget, and delivering measurable outcomes.

- Define and maintain a rolling HR technology roadmap, prioritizing investments based on business value, HR strategy alignment, and total cost of ownership.

- Conduct rigorous cost-benefit 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.

4. 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.

5. Team Leadership & Capability Building:

- Lead and mentor a team of HR IT analysts and developers, providing technical guidance, code/configuration 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.

6. 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.

- Identify and lead process automation opportunities across HR operations, reducing manual effort and improving data accuracy.

- Drive adoption of deployed tools through targeted training, user enablement, and change management activities developed in close collaboration with HR leadership.

Key Performance Indicators:

- 95% of projects delivered on time and within budget.

- Achieve a project success rate of 90% based on defined project objectives.

- Improve application uptime and availability.

- Reduction in application-related incidents by 20%.

- Adherence to the IT budget with a variance of less than 5%.

- Achieve a team satisfaction score of 85% or higher in annual surveys.

- Proactively identify and mitigate potential risks and vulnerabilities.

- Upgrade outdated, unsupportive IT Infrastructure & Software, supporting Finance and HR operations, with latest technology to improve system uptime and availability to 99%.

Key Year One Deliverables:

- Complete a thorough audit of the existing HR technology landscape, documenting gaps, risks, and quick-win improvement opportunities.

- Establish a trusted partnership with the CHRO and HR leadership team, becoming the go-to advisor for technology decisions.

- Drive at least one significant HR technology improvement (e.g., HCM module implementation, process automation, or integration) from design through go-live.

- Publish a 3-year HR IT roadmap aligned to HR and business strategy.

- Implement operational governance practices for HR system support, change management, and release management.

Key Leadership Behaviors:

- Lead from the front - models accountability, transparency, and a growth mindset for the IT-HR team.

- Stakeholder Management - builds deep trust with CHRO, HR Business Partners, and People leadership as a strategic advisor.

- Drives Innovation & Focus - champions AI, automation, and emerging HR tech to improve workforce outcomes and employee experience.

- Employee & HR Customer Obsession - places the employee experience at the center of every technology decision and service delivery model.

- Business Acumen - understands HR operating models, workforce economics, and people strategy to ensure IT solutions deliver measurable business value.

- Critical thinking & problem solving - applies structured analytical thinking to navigate complex HR technology landscapes and competing organizational priorities.