Director, HR Tech

Position Summary

The Director, HR Technology is the network leader responsible for establishing and evolving the HR technology capabilities that support scalable, reliable people operations across the UConn Health Community Network. This role sets standards and oversight for how HR platforms are implemented, integrated, secured, and supported as the network grows.

The role leads HR systems delivery and long‑term sustainability across core HR functions and integrations, partnering with HR functional leaders, Finance, IT, and implementation partners to translate business priorities into practical system solutions, reporting, security, and data standards. Current priorities include establishing and integrating the network’s HR systems, including Oracle Cloud HCM and UKG, alongside related integrations and reporting needs.

This position is well suited for a senior HR technology leader who combines delivery discipline with practical judgment, and who can partner effectively with IT, peer network HR leaders, local HR teams, and operational stakeholders to implement, sustain, and evolve HR systems that support reliable people operations at scale.

Required Qualifications

• Bachelor’s degree required (Information Systems, Computer Science, Business, Human Resources, or related field).
• 10 years of progressive experience in HR technology, HRIS, or enterprise HR systems roles with increasing scope and accountability.
• 5 years leading enterprise‑level HR technology implementations and/or post‑go‑live optimization, including responsibility for delivery governance, vendor coordination, and cross‑functional stakeholder management.
• Demonstrated experience leading an enterprise HR technology ecosystem, including major HCM platforms (preferably Oracle Cloud HCM), integrations, and downstream dependencies, in coordination with Finance, Supply Chain, IT, and other enterprise functions.
• Proven ability to manage HR technology vendors and support partners across implementation and steady‑state operations, including accountability for integration outcomes, service levels (SLAs), and the use of technology to solve business and operational challenges.
• Strong working knowledge of HR data governance, role‑based security, integrations, reporting, and change control practices.
• Experience establishing and overseeing testing discipline and stabilization expectations (e.g., unit, end‑to‑end, UAT), and driving resolution of complex cross‑system issues through structured governance.
• Strong analytical, problem‑solving, and stakeholder management skills, with the ability to communicate technical concepts clearly to HR and business leaders.
  
  

Preferred Qualifications

• Master’s degree in Information Systems, Business Administration, Healthcare Administration, or related field.
• Experience in healthcare, academic medical centers, or other highly regulated, labor‑intensive environments.
• Experience with HR systems implementations involving both an HCM platform and a workforce management/timekeeping platform (e.g., Oracle UKG or comparable combinations).
• Experience leading HR technology vendor management and delivery accountability across system integrators and software providers, including service expectations, issue escalation, and release coordination.
• Experience establishing HR technology support practices (ticketing intake, SLAs, release management, change control) and driving adoption in partnership with HR teams.
• Professional certifications relevant to HR technology (e.g., Workday certification, Oracle Cloud certification, SuccessFactors certification) preferred.
  
  

Competencies

• Enterprise HR Technology Leadership: Thinks across the HR processes and systems; understands HR technology as a foundation for scalable people operations and consistent employee experience.
• Delivery Governance & Execution Discipline: Drives clear prioritization, decision paths, and accountability across vendors and stakeholders; maintains rigor across milestones, risks, issues, and dependencies.
• Process‑to‑System Translation: Converts HR requirements into workable system outcomes (configuration direction, workflow enablement, reporting expectations, and integration needs) without duplicating functional ownership.
• Data, Security & Controls Stewardship: Applies strong judgment on role‑based access, data standards, and control expectations to protect system integrity and support audit readiness.
• Testing, Cutover & Stabilization Leadership: Establishes readiness criteria, drives testing discipline, and supports cutover and stabilization practices that minimize disruption and protect operational continuity.
• Vendor & Partner Management: Holds system integrators and software partners accountable for quality and outcomes, using clear performance expectations and escalation practices.
• Collaborative Partnership: Builds strong working relationships with peer network HR leaders, IT partners, and local HR teams.
• Change & Scale Readiness: Anticipates how HR technology needs evolve as volume and complexity increase; builds support practices that scale across sites and over time.
  
  

ESSENTIAL DUTIES And RESPONSIBILITIES

Disclaimer: Job descriptions are not intended, nor should they be construed to be, exhaustive lists of all responsibilities, skills, efforts or working conditions associated with the job. They are intended to be accurate reflections of the principal duties and responsibilities of this position. These responsibilities and competencies listed below may change from time to time.

• HR Technology Direction, Standards & Governance
• Establish network‑wide standards and governance for HR technology, including prioritization, change control, release discipline, and decision escalation.
• Define and maintain HR technology standards for how HR platforms work together (e.g., data standards, integration expectations, and reporting reliability).
• Maintain a disciplined intake process for enhancements and defects, balancing stabilization needs with roadmap priorities.
• HR Systems Implementation & Delivery Accountability
• Provide overall delivery leadership for HR technology implementations and major enhancements across the network, coordinating internal resources and implementation partners.
• Own delivery outcomes for system configuration, implementation readiness, and execution discipline across HR technology initiatives.
• Drive execution discipline through stage gates, status reporting, risk/issue management, and dependency tracking across workstreams.
• HR Technology Ecosystem & Vendor Management
• Own the HR technology ecosystem, including Oracle Cloud HCM, UKG, and related integrations, in coordination with Finance, Supply Chain, IT, and other enterprise platforms.
• Manage HR technology vendors and support partners, including system integrators and managed services providers, with accountability for delivery quality, system stability, and integration outcomes.
• Conduct periodic reviews of vendor performance against SLAs and service expectations, driving remediation and continuous improvement as needed.
• Integrations, Data Conversion & Reporting
• Oversee HR integrations and data conversion outcomes across HR platforms and connected systems, including data quality expectations and validation approach.
• Establish reporting standards and delivery expectations across HR platforms, including clarity on what reporting is delivered through core applications versus other channels.
• Security, Controls & System Integrity
• Own role‑based security approach and access governance in partnership with IT, balancing usability with appropriate controls.
• Maintain configuration and change discipline that protects HR data integrity and supports audit readiness.
• Lead structured root‑cause management for systemic issues affecting core HR processes and cross‑system data flow.
• Testing, Cutover Readiness & Stabilization
• Own HR systems testing and readiness outcomes (unit, end‑to‑end, UAT), including entrance/exit criteria and defect triage approach.
• Coordinate cutover planning and stabilization expectations, including post-go-live support and ongoing cadence.
• Establish a sustainable post‑go‑live support model (roles, SLAs, and escalation paths) in coordination with HR and IT stakeholders.
• Partnership & Enablement
• Partner with network HR functional leaders (Talent, Total Rewards, HR Operations, Payroll) to translate requirements into system capabilities without duplicating functional ownership.
• Coordinate with Finance and IT on enterprise structure dependencies, integrations, and reporting alignment.
• Support adoption by aligning training needs, end‑user readiness, and operational handoffs with the project plan and deployment timeline.