Senior Manager, HR Technology & Operations (Workday)

We’re looking for talented professionals to join us in bringing smart money management and payment solutions to everyone’s fingertips.

This position is classified as structured hybrid, with an expectation of a minimum of three (3) days per week working in the office and flexibility to work remotely on the remaining days. On-site expectations may evolve over time to support business needs, with clear communication provided in advance.

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JOB DESCRIPTION

Location Requirement

This position is open only to candidates who can work in one of the following approved locations:

Los Angeles, CA (West LA); San Francisco, CA (SoMa); San Diego, CA; Birmingham, AL (Downtown); or Tampa, FL (Westshore District)

About Green Dot

Green Dot Corporation is a financial technology platform committed to expanding access to modern banking and money movement solutions for everyday Americans. As we continue to evolve our people, processes, and technology, we are investing in scalable HR solutions that support business growth, operational excellence, and exceptional employee experience.

About the Role

This is a rare opportunity to help shape the future of HR Technology & Operations at a pivotal moment in Green Dot's transformation journey.

As the Senior Manager, HR Technology & Operations, you will be responsible for the day-to-day leadership, execution, and continuous evolution of the HR Technology & Operations function. Acting as the operational leader for the function, you will partner closely with the Head of HR Technology & Operations to develop and execute the long-term HR technology strategy while owning the ongoing administration, optimization, governance, and delivery of HR systems and processes.

This role combines strategic leadership with hands-on execution. The ideal candidate is equally comfortable developing multi-year roadmaps, leading enterprise HR technology initiatives, and personally resolving complex Workday, reporting, integration, and operational challenges.

You will serve as a trusted advisor to HR leadership and key stakeholders across IT, Payroll, Finance, Legal, Compliance, and Internal Audit while helping drive the modernization of HR systems, workforce data, reporting, and service delivery capabilities.

What You'll Do

Functional Ownership & Leadership

• Own the day-to-day management and execution of the HR Technology & Operations function.

• Serve as the primary operational leader for HR technology, HR systems administration, reporting, data governance, and HR operational processes.

• Partner with the Head of HR Technology & Operations to define and execute the HR technology and operations strategy.

• Drive prioritization and execution of HR technology enhancements, system improvements, and operational initiatives.

• Establish scalable governance models, operating procedures, and service delivery standards.

• Act as the primary escalation point for complex HR technology, reporting, data, and operational issues.

• Lead cross-functional collaboration across HR, Payroll, Finance, IT, Compliance, Legal, and Internal Audit.

HR Technology Strategy & Governance

• Provide strategic oversight of Workday and the broader HR technology ecosystem.

• Lead ongoing system optimization efforts, ensuring technology aligns with evolving business needs.

• Develop and maintain governance frameworks for security, reporting, integrations, testing, and change management.

• Evaluate emerging technologies and recommend solutions that improve employee experience, operational effectiveness, reporting capabilities, and automation.

• Ensure system architecture and configuration decisions support long-term scalability.

HRIS Selection, Vendor Management & Implementations

• Lead HR technology evaluations, including business requirements gathering, vendor assessments, RFP development, vendor demonstrations, and selection processes.

• Develop business cases and recommendations for new HR technologies and system investments.

• Serve as the business lead for HRIS implementations, major upgrades, platform consolidations, and transformation initiatives.

• Partner with vendors, implementation partners, IT, and business leaders to ensure successful deployment and adoption.

• Manage vendor relationships, contracts, system roadmaps, and ongoing performance expectations.

Process Optimization & Operational Excellence

• Lead continuous improvement initiatives across the employee lifecycle.

• Identify opportunities to automate, simplify, and standardize HR operational processes.

• Develop scalable shared services and employee self-service solutions that improve efficiency and user experience.

• Drive operational excellence through workflow optimization, service delivery improvements, and proactive issue identification.

• Establish meaningful operational metrics and monitor performance against service level expectations.

Reporting, Analytics & Workforce Data Strategy

• Own HR reporting, workforce data governance, and analytics strategy.

• Ensure data integrity, audit readiness, and reporting accuracy across HR systems.

• Deliver executive dashboards and workforce insights that support talent, compensation, organizational effectiveness, and business decisions.

• Partner with leaders to translate workforce data into actionable recommendations.

• Establish reporting standards and governance practices that improve decision-making.

Security, Compliance & Risk Management

• Oversee HR technology security administration and governance.

• Ensure compliance with applicable regulations, internal controls, audit requirements, and company policies.

• Partner with Information Security, Compliance, Legal, and Internal Audit to support risk management efforts.

• Maintain strong controls around employee data, system access, reporting, and integrations.

What Success Looks Like (12–18 Months)

A successful Senior Manager will:

Strategic & Business Impact

• Establish themselves as the operational leader of the HR Technology & Operations function.

• Become a trusted advisor to HR leadership and key business stakeholders.

• Successfully partner with the HR leadership to define and execute a multi-year HR technology roadmap.

Technology & Transformation

• Lead a comprehensive HR technology assessment and identify opportunities to modernize the HR technology landscape.

• Successfully lead or significantly contribute to an HRIS RFP, vendor evaluation, selection, and implementation initiative.

• Deliver measurable improvements in system utilization, reporting capabilities, automation, and user experience.

• Improve governance, security, and operational maturity across HR systems.

Operational Excellence

• Implement scalable processes that reduce manual effort, increase efficiency, and improve compliance.

• Improve service delivery and stakeholder satisfaction across HR Technology & Operations.

• Establish documented operational standards, governance frameworks, and performance metrics.

Data & Insights

• Enhance workforce reporting and analytics capabilities.

• Deliver executive-level dashboards and actionable workforce insights that support strategic decision-making.

• Improve data quality, reporting accuracy, and audit readiness.

Leadership & Influence

• Build strong partnerships across HR, Payroll, Finance, IT, Legal, Compliance, and Internal Audit.

• Demonstrate the ability to independently drive initiatives while effectively partnering with the Head of HR Technology & Operations on strategic priorities.

What We're Looking For

Leadership Competencies

• Strategic thinker with the ability to connect technology investments to business outcomes.

• Strong ownership mindset with a bias toward action and continuous improvement.

• Proven ability to operate independently and drive outcomes with minimal direction.

• Exceptional problem-solving and critical-thinking skills.

• Strong executive presence and stakeholder management capabilities.

• Ability to balance strategic planning with hands-on execution.

• Demonstrated success influencing decisions and driving change across complex organizations.

Qualifications

Required

• 8+ years of progressive experience in HR Technology, HRIS, HR Operations, People Systems, or related functions.

• 3+ years of leadership, lead-level, or functional ownership experience within HR Technology and/or HR Operations.

• Advanced hands-on experience supporting Workday and multiple HR functional areas, including Core HCM, Compensation, Payroll, Recruiting, Benefits, Talent, and Security.

• Experience owning HR technology operations, governance, reporting, and system administration activities.

• Demonstrated experience leading enterprise HR technology initiatives, implementations, upgrades, or transformation programs.

• Experience leading or participating in HRIS evaluations, vendor selection initiatives, RFP processes, and technology implementations.

• Advanced reporting and analytics experience, including dashboards, calculated fields, workforce reporting, and executive-level analytics.

• Experience overseeing integrations, APIs, EIBs, Workday Studio, and related technologies.

• Strong understanding of HR operations, compliance, governance, controls, and data management practices.

• Experience managing vendor relationships and implementation partners.

Preferred

• Bachelor's degree in Information Systems, Human Resources, Business Administration, or related field.

• Master's degree preferred.

• Workday certifications.

• Experience supporting mergers, acquisitions, divestitures, or organizational transformations.

• Experience in a publicly traded, highly regulated, financial services, fintech, or banking environment.

• Experience supporting SOX controls, audit readiness, compliance, privacy, security, and governance programs.

** Ability to work in the U.S. without sponsorship**
**Ability to meet the location requirement outlined above**

POSITION TYPE

PAY RANGE

The targeted full-time base salary for this position is $121,300 to $182,000 per year. The final compensation will be determined by a number of factors such as qualifications, expertise, and the candidate’s geographical location.

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We’re Here to Support You—Accommodations Upon Request

Green Dot is committed to providing an inclusive and accessible hiring experience for all candidates. If you require a reasonable accommodation during any part of the application or interview process, we encourage you to let us know. We will work with you to meet your needs in a way that respects your privacy and ensures equal opportunity. Our goal is to support every applicant in showcasing their talents and potential.

Work Authorization Requirement
At Green Dot Corporation, we value diversity and strive for fair and inclusive hiring practices. However, we are currently unable to offer visa sponsorship. All applicants must be legally authorized to work in the United States at the time of application and throughout the duration of employment, without the need for current or future sponsorship.

Important Notice on Application Accuracy
We value integrity in our hiring process. Please ensure that all information provided in your resume and application is accurate and authentic. Submissions found to be fraudulent or misleading will result in disqualification from consideration, and any offers extended may be rescinded.