HR Technology Strategy Lead

At MITRE, your passion fuels work that impacts our nation and improves lives. This is where your skills strengthen national security, cybersecurity, health, transportation, and citizen services. We’re a nonprofit engineering, applied research, and advanced technology organization working in the public interest. With objectivity and integrity at our core, we lead federally funded research and development centers for U.S. government agencies – collaborating with industry and academia to deliver integrated, high-impact solutions that advance our nation’s health, security, and prosperity. Our people tackle the toughest technical challenges, supported by competitive benefits, meaningful career development, and a culture of innovation, collaboration, and technical excellence. Choose MITRE for a career with purpose — and help shape the future.Responsible for translating the HR Operations strategy into an integrated HR technology roadmap, governance framework, and portfolio of technology capabilities. The HR Technology Strategy Lead develops and maintains the long-term HR technology roadmap, evaluates technology investments, establishes governance processes, and partners with HR leaders to ensure HR technology capabilities support business strategy, improve employee experience, and simplify HR processes. In partnership with the HRIS Manager, who is responsible for the operational management, configuration, and delivery of HR systems, and in collaboration with Enterprise Architecture and IT, this role ensures HR technology investments maximize the value of Workday and the broader HR technology ecosystem while aligning with enterprise technology standards.Roles & Responsibilities:HR Technology Strategy & Portfolio ManagementDevelop and maintain a rolling 2-3 year HR Technology Strategy and Roadmap aligned with business priorities, the HR strategy, and enterprise technology direction.Evaluate the HR technology portfolio to ensure platforms continue to meet evolving business, employee, and compliance needs.Identify opportunities to optimize, consolidate, modernize, retire, or introduce HR technologies that improve business outcomes and employee experience.Develop business cases and recommendations for technology investments, platform enhancements, and modernization initiatives.Monitor vendor roadmaps, market trends, and emerging HR technologies, including AI capabilities, to inform future investment decisions.Conduct regular portfolio assessments to evaluate business value, adoption, utilization, lifecycle risks, and opportunities for continuous improvement.Lead a Business Analyst responsible for business process assessments, technology evaluations, vendor analysis, business cases, and roadmap planning..HR Technology Governance and Portfolio ManagementLead the strategic planning and governance of the HR technology ecosystem, partnering with HRIS to maximize the value of Workday and supporting HR platforms.Lead the intake and strategic assessment of new HR technology requests, partnering with business leaders to evaluate needs, identify existing capabilities, and prioritize investments through the HR Technology Governance process.Establish governance processes to evaluate, prioritize, and approve HR technology initiatives based on business value and strategic alignment.Partner with HRIS and IT to prioritize platform enhancements, improve adoption, and maximize delivered capabilities.Promote standardization, configuration simplification, and effective use of existing platform capabilities before pursuing customization.Develop lifecycle strategies for HR applications, balancing business needs, vendor roadmaps, operational sustainability, and organizational readiness.Partner with Enterprise Architecture and IT to ensure HR technology solutions align with enterprise standards and integration strategies.Business Partnership and HR TransformationPartner with senior HR, Finance, Digital, HRIS, and IT leaders to translate business priorities into HR technology strategies and solutions.Serve as a trusted advisor to HR leadership on technology-enabled transformation, workforce planning, talent management, employee experience, and people analytics.Lead evaluation of new HR technology capabilities and vendor solutions to ensure alignment with business objectives.Translate complex technology concepts into business-focused recommendations for executive stakeholders.Build collaborative relationships across HR, IT, vendors, and business leaders to maximize the value of HR technology investments.HR Data, Automation, and AI EnablementPartner with HRIS, IT, and Data Governance teams to promote high-quality HR data, reporting, and governance practices.Champion technology capabilities that improve workforce insights, analytics, and decision-making.Identify opportunities to leverage automation, AI, and intelligent workflows to improve HR operations and employee experience.Evaluate emerging AI capabilities within Workday and the broader HR technology ecosystem.Collaborate with IT, Legal, Security, and Risk partners to ensure HR technology solutions meet governance, privacy, compliance, and responsible AI standards.Strategic Program LeadershipProvide strategic leadership for major HR technology initiatives, upgrades, and transformation programs.Ensure initiatives align with the HR Technology Strategy, Roadmap, and business priorities.Partner with HRIS, IT, and project teams to guide business requirements, organizational readiness, and solution adoption.Identify strategic risks, dependencies, and opportunities to improve business outcomes throughout technology initiatives.Measure and communicate the value and impact of HR technology investments.Basic Qualifications:Typically requires a minimum of 10 years of related experience with a Bachelor’s degree; or 8 years and a Master’s degree; or a PhD with 5 years’ experience; or equivalent combination of related education and work experience.Bachelor's degree in Human Resources, Business Administration, Information Systems, Organizational Development, or a related field; advanced degree preferred.10+ years of progressive experience in HR Technology, HRIS, or HR Transformation leadership roles within complex, global organizations.Deep functional expertise with Workday, including Core HCM and multiple functional modules such as Talent, Compensation, Recruiting, Learning, Absence, Payroll, or Benefits.Demonstrated experience developing HR technology strategies, roadmaps, governance models, and business cases that align technology investments with organizational priorities.Strong understanding of HR business processes across the employee lifecycle and how technology enables operational excellence and employee experience.Experience leading HR technology portfolio evaluations, vendor assessments, platform optimization, and technology modernization initiatives.Working knowledge of HR technology integrations, data governance, security, and compliance, with the ability to effectively partner with HRIS, Enterprise Architecture, and IT teams.Experience identifying and evaluating automation, AI, and digital capabilities to improve HR operations and business outcomes.Demonstrated ability to influence senior leaders and translate business strategy into HR technology strategies and investment recommendations.Demonstrated experience leading cross-functional HR technology initiatives and influencing executive stakeholders in a matrixed organization.Experience developing HR technology governance processes, prioritization frameworks, and technology investment strategies.Excellent communication, stakeholder management, facilitation, and executive presentation skills.This position requires a minimum of 3 days a week on-site.Preferred Qualifications: Workday certification(s) or equivalent functional expertise.Experience supporting global HR organizations and operating models.Experience with HR analytics, workforce planning, or employee experience technologies.Familiarity with AI-enabled capabilities within Workday and the broader HR technology market.Experience leading HR technology transformations, mergers, acquisitions, or major platform implementations.This requisition requires the candidate to have a minimum of the following clearance(s):NoneThis requisition requires the hired candidate to have or obtain, within one year from the date of hire, the following clearance(s):NoneSalary compensation range and midpoint:$132,000 - $165,000 - $198,000 AnnualWork Location Type:OnsiteIt is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.Commitment to Non-DiscriminationAll qualified applicants will receive consideration for employment without regard to disability, status as a protected veteran or any other status protected by applicable federal, state, local or international law.MITRE intends to maintain a website that is fully accessible to all individuals. If you are unable to search or apply for jobs and would like to request a reasonable accommodation for any part of MITRE’s employment process, please email View email address on click.appcast.io for general support and View email address on click.appcast.io for intern positions. This service is for individuals requiring reasonable accommodation requests. Please note that vendor solicitations will not receive a reply.Benefits information may be found here.Copyright 1997-2026, The MITRE Corporation. All rights reserved. MITRE is a registered trademark of The MITRE Corporation. Material on this site may be copied and distributed with permission only.Job SummaryJob number: R117123Profession: Human Resources