Senior Director, HR Technology Strategy

Walgreens•Deerfield, IL

About The Position

The Sr. Director, HR Technology Strategy provides enterprise leadership for the vision, roadmap, and execution of the HR technology ecosystem. This role ensures HR technology capabilities align to business strategy, improve employee and manager experience, enable operational efficiency, and support scalable HR service delivery. This leader operates at the intersection of HR, IT, and vendors—driving strategic planning, prioritization, governance, and value realization across the HR application portfolio. Payroll is not in scope. Reporting and analytics are owned by IT, requiring close collaboration to ensure data integrity, access, and fit-for-purpose insights while maintaining clear decision rights and shared accountability.

Requirements

Bachelor's degree and at least 8 years of experience in HR technology, HRIS, or enterprise application strategy OR High School/GED and at least 11 years of experience in HR technology, HRIS, or enterprise application strategy
Experience and expertise in leading enterprise HR platforms.
Strong experience building/leading roadmaps, governance, and portfolio management across multiple HR systems.
Proven ability to partner effectively with IT leadership on integration architecture, security, identity, environments, and downstream infrastructure dependencies.
Experience driving enterprise-scale transformations and managing complex stakeholder ecosystems (HR COEs, HR Ops, IT, Finance, Procurement, vendors).
At least 5 years of experience contributing to financial decisions in the workplace.
At least 5 years of direct leadership, indirect leadership and/or cross-functional team leadership.
10+ years progressive leadership in HR technology, HRIS, or enterprise application strategy (with 5+ years in senior leadership roles).
Expertise leading enterprise HR platforms, including SAP SuccessFactors, Cornerstone and Kenexa BrassRing.
Experience with HR service delivery models, shared services, and global process standardization.
Familiarity with middleware/integration platforms (e.g., Boomi, MuleSoft, CPI), identity/access concepts, and data governance.
Experience in regulated environments and with control frameworks (SOX, audits, privacy).
Exposure to product management practices, human-centered design, and HR digital experience platforms.

Responsibilities

Defines, maintains, and evolves a multi-year HR technology strategy aligned to enterprise priorities and the HR operating model.
Translates HR functional goals into a sequenced roadmap spanning process standardization, global harmonization, automation, and improved digital experiences.
Serves as the executive product owner for core HR platforms (SuccessFactors, Cornerstone, Kenexa BrassRing), establishing clear operating rhythms for roadmap reviews, release planning, adoption, and value realization.
Drives continuous improvement through simplification, configuration-first design, and disciplined customization management.
Establishes and leads HR Technology governance to manage demand, prioritize initiatives, and protect architectural integrity.
Defines and enforces standards for change control, release and environment management, and solution documentation, ensuring decisions are transparent, data-driven, and aligned to capacity and funding.
Builds and sustains a strong partnership with IT to coordinate integrations, security, compliance, environments, and infrastructure dependencies.
Partners closely with reporting and analytics teams to ensure HR platforms deliver trusted data through clear requirements, definitions, and master data governance.
Leads cross-functional delivery across HR, IT, vendors, and managed services, ensuring high-quality execution from design through deployment and hypercare.
Defines and monitors SLAs, KPIs, and operational performance, while partnering with HR and Communications to drive change readiness, training, adoption, and ongoing experience improvements.
Ensures HR technology solutions meet security, privacy, and regulatory requirements, with strong oversight of vendor risk, system resiliency, audit readiness, and the impact of change across the HR ecosystem.