Process Optimization Program Manager Lead, HR Technology

Job Description

Job Description:\n\n Whether you're a recent grad or a seasoned professional, you can experience meaningful career growth at Rosendin. Enjoy a true sense of ownership as you work with a proven industry leader on some of the most exciting and high-profile projects in the nation. We offer a wide range of job opportunities, competitive compensation, full benefits, an Employee Stock Ownership Plan and more.Why Rosendin?Committed. Innovative. Engaged.\n If you're looking to take your career to the next level and work with some of the best and brightest in the industry, we want to hear from you. Since our founding over 100+ years ago, Rosendin has been driven to positively impact the communities where we live and work. We are an organization built on integrity and we have a culture that empowers people, embraces diversity, and inspires everyone to do their best. As one of the largest EMPLOYEE-OWNED electrical contractors in the United States, you will have the unique benefit of being a shareholder at a company that is experiencing tremendous growth and success. When our people succeed and fuel our success, we reward them. We'd love to have you as a shareholder!YOUR NEXT OPPORTUNITY:\n The Process Optimization Program Manager Lead, HR Technology is a senior individual contributor who owns the health, functionality, and continuous improvement of Rosendin's HR technology ecosystem, with Workday as the core platform. This role goes beyond maintaining what exists today: it is responsible for proactively identifying process problems and recommending options/solutions across HR and the business and partnering and communicating effectively and efficiently to present the issues/options/solutions with the right internal teams and external partners to ideate and deliver automation and enhancement solutions that solve them. This person leads the full lifecycle of HR technology optimization work: partnering with functional teams to surface gaps; recommend opportunities, options, and solutions; developing scoping; and prioritizing enhancement and automation requests; managing and continually improving a centralized intake process for technology-related requests companywide; building and maintaining a formal testing framework that flexible for both current/future business needs; and serving as the primary liaison to lead the discussion with IT and external vendors to ensure delivery is accurate, fluid, and on time. This person also owns the HR technology roadmap, giving leadership a single, reliable view of what is in flight, what is planned, and what has been delivered.\n This role sits within HR Operations and works cross-functionally with Payroll, Learning & Development, Total Rewards: Compensation & Benefits, Talent Acquisition, HR, IT, and external technology vendors and consultants. It requires prior experience directly leading multiple Workday implementations end to end, not just supporting them, along with the judgment and stakeholder credibility to operate as a senior-level individual contributor across the full HR technology stack. It does not currently manage people.WHAT YOU'LL DO:\n HR Technology Strategy & Implementation Leadership\n \n \n Lead full-cycle implementation and optimization work across Rosendin's HR technology stack, with Workday as the primary platform, applying prior hands-on experience leading (not just supporting) system implementations from requirements through go-live.\n \n Design, build, and maintain a formal testing framework (including regression, UAT, and release testing protocols) to validate business process configuration, security, integrations, and periodic Workday releases before they reach production.\n \n Own configuration decisions, recommend options/solutions for improvements, and properly document rationale across core Workday areas relevant to HR Operations, including business process framework, security and domain policies, calculated fields, and reporting, in partnership with IT for build and technical execution.\n \n Evaluate new HR technology needs and options as they arise, and make informed recommendations with impact outlined on build, configure, or buy approaches, including exploring Workday Extend, integrations, or third-party tools where appropriate.\n \n Identify, understand, map out impact, recommend process options/solutions with rationale, and develop high level summary so impacted groups can make timely/proactive informed and actionable decisions on how changes in one area of Workday (e.g., Core HCM) affect downstream processes such as Payroll, Time & Absence, Benefits, Compensation, Performance, Learning and Development, etc. and account for those dependencies in planning and testing.\n \n Partner with HR teams to provide advanced consultation, direction, and options/solutions on at least 1-2 Workday Modules (Performance, Advanced Compensation, Talent Acquisition, Learning & Development, etc.\n \n Process Innovation & Automation\n \n \n Proactively identify process breakdowns and inefficiencies across HR and business teams and develop solutions/recommendations rather than waiting for issues to be escalated.\n \n Ideate solutions; ensure all teams understand the pros/cons of the options; and recommend solutions with the appropriate internal teams (Payroll, HR Operations, IT, and others) and external partners (Workday, third-party vendors, implementation consultants) to design automations and enhancements that solve the root problem.\n \n Build the business case for proposed automations and enhancements, including expected impact, effort, dependencies, and risk, to support prioritization decisions.\n \n Build/maintain and continuously recommend improvements to overall HR processes that capture and connect both non-system processes (ie: PM plan, Intake Process, etc.) and system processes (ie: WD Workflow, Interconnected/Integrated systems like Fusion, Fidelity, etc.) to enable high level of overall process at any time.\n \n Bring forward leading practices from the broader Workday and HR technology community, recommend options/solutions, and apply relevant ones to Rosendin's environment.\n \n Cross-Functional Optimization Partnership\n \n \n Partner directly with Payroll, Learning & Development, Compensation, and other functional teams to understand, identify gaps, and recommend options/solutions for both current/future needs with rationale where current HR technology is not meeting business needs.\n \n Proactively and regularly communicate effectively and efficiently to all stakeholders and owners timely and regular updates on status (ie: progress, roadblocks, etc.) and ensuring all team members remain connected and driving towards objectives.\n \n Translate business-identified gaps into clearly scoped business case enhancement, configuration, or automation requests, and partner with IT and external vendors to evaluate options for closing those gaps.\n \n Advise functional teams on what is achievable from a technology and configuration standpoint, recommend options and solutions to help set realistic expectations before requests move into delivery.\n \n Facilitate requirements-gathering sessions with functional stakeholders, translating business needs into clear functional specifications IT and vendors can build against.\n \n Identify Workday user process training gaps, recommend options, develop training materials, and administer training\n \n Partner with L&D and HR Functions (HRBP/HR, Talent Acquisition, Learning & Development, Compensation, Benefits, etc.) to identify and recommend training both internally created training and Workday official training.\n \n Intake Management\n \n \n Own, manage, and continuously improves/evolves a best-in-class centralized intake process that has the flexibility to meet both current needs and anticipates future needs for all HR technology-related requests submitted by any team across the company, including configuration changes, enhancement requests, automation ideas, and reported issues.\n \n Develop/Manage standardized intake form/documentation that outlines all requirements.\n \n Review, assess, and document each incoming request to ensure it is well-defined and ready for evaluation. Proactively partner with client groups to update intake requests to ensure completeness that accurately and properly documents requirements before evaluation. This role maintains full visibility into every request in the pipeline; it does not own routing or assignment of that work.\n \n Maintain a consolidated, current view of all open, in-progress, and completed requests to support prioritization conversations with leadership.\n \n IT & Vendor Liaison, Delivery Management\n \n \n Act as the primary point of contact between HR Operations and IT, and between HR Operations and external technology vendors or consultants, for all HR technology optimization projects.\n \n Develop/Manage standardized HR PM plan template process that outlines all key project process requirements (ie: cross-functional owners/key stakeholders, project members, milestones/tasks/deliverables with dates, communications, roadblocks, etc.) for proper documentation, accountability, and timely/successful delivery.\n \n Proactively manage timelines, dependencies, and communication to ensure a positive, on-time delivery experience for stakeholders across the business.\n \n Escalate and proactively identify risks, delays, or scope issues early, recommend options/solutions, develop high level summaries so functional partners can make informed/timely/actionable decisions as needed to ensure and keep functional partners informed throughout the delivery process.\n \n Establish lightweight governance for optimization work, including status reporting, prioritization criteria, and change communication, appropriate to Rosendin's scale.\n \n HR Technology Roadmap Ownership\n \n \n Maintain and provide input in the development of the HR technology roadmap, spanning Workday and the broader HR technology ecosystem, reflecting current priorities, in-flight work, and upcoming enhancements.\n \n Partner with HR Operations leadership to prioritize roadmap items by recommending options while balancing business needs, capacity, and strategic direction.\n \n Provide regular roadmap updates to leadership and stakeholder groups to maintain alignment and transparency.\n WHAT YOU BRING TO US:\n Experience\n \n \n Bachelor's degree in Human Resources, Information Systems, Business, or a related field, or equivalent professional experience.\n \n 10+ years total of increasingly progressive and highly complex experience in HR technology. 5+ years of this time required to be working directly leading Workday implementations, system enhancements, releases, and projects.\n \n Expert demonstrated hands-on experience and knowledge in Workday HCM\n \n Advanced demonstrated hands-on experience and knowledge of at least 1-2 Workday Modules (Performance, Advanced Compensation, Talent Acquisition, Learning & Development, etc.)\n \n Proficient knowledge and understanding of Workday Education and Workday Learning Center for at least 1 Workday Modules (Performance, Advanced Compensation, Talent Acquisition, etc.)\n \n Demonstrated experience using Workday Community to research options/solutions/answers and translating into high level updates/recommendation based on WD business requests.\n \n Demonstrated experience leading, not just supporting, at least two full-cycle Workday implementations or major module rollouts as a project or functional lead.\n \n Experience across the broader HR technology ecosystem beyond Workday (e.g., ATS, LMS, payroll, engagement, or case management platforms) strongly preferred.\n \n Demonstrated experience building, managing, and improving a formal system testing framework (UAT, regression, or release testing) and familiarity with SDLC methodologies such as Agile or Waterfall.\n \n Strong track record of identifying process improvement opportunities, recommending options/solutions, and driving automation or enhancement initiatives from ideas through delivery.\n \n Strong track record partnering with both internal IT teams and external vendors or consultants (including implementation and staffing partners) to scope, prioritize, and deliver system enhancements.\n \n Strong track record and experience working effectively and efficiently across HR functional areas such as Payroll, Compensation, Learning & Development, or Talent Acquisition, and understanding how they intersect with Workday configuration.\n \n Technical Skills\n \n \n Working advanced knowledge and understanding of core Workday configuration areas: business process framework, security and domain policies, calculated fields, and report writing.\n \n Working knowledge and familiarity with Workday's integration landscape (e.g., EIBs, Core/Cloud Connectors, Studio) sufficient to scope integration-related requests and partner effectively with technical teams, even if not building integrations directly.\n \n Comfort working across multiple Workday modules, such as Core HCM, Compensation, Time & Absence, Talent, and Benefits, at a functional level.\n \n Excellent organizational and project management skills, with the ability to manage a high volume of concurrent requests and maintain clear documentation.\n \n Strong written and verbal communication skills; able to translate between business needs and technical configuration language, and to influence stakeholders at multiple levels.\n \n Workday certification(s) in relevant modules (e.g., HCM, Reporting, Security) strongly preferred, additional HR technology certifications a plus.\n WORKING RELATIONSHIPS\n Reports to the Sr. Manager, HR Operations. Partners closely with HR Operations leadership, Payroll, Learning & Development, Compensation, Talent Acquisition, IT, and external HR technology vendors and consultants. Works directly with company-wide stakeholders submitting HR technology requests. May provide functional guidance to an HRIS Analyst in the future as the team's structure evolves.WORKING CONDITIONS:\n \n \n General work environment - sitting for long periods, standing, walking, typing, carrying, pushing, bending. Work is conducted primarily indoors with varying environmental conditions such as fluorescent lighting and air conditioning\n \n Noise level is usually low to medium; it can be loud on the jobsite.\n \n We fully comply with the ADA and applicable state law, including considering reasonable accommodation measures that may enable qualified disabled applicants and employees to perform essential functions.\n \n Occasional lifting of up to 30 lbs.\n YOU Matter - Our Benefits \n \n \n ESOP - Employee Stock Ownership\n \n 401 K\n \n Annual bonus program based upon performance, profitability, and achievement\n \n 17 PTO days per year plus 10 paid holidays\n \n 3 days of paid sick leave each year\n \n 3 days of paid Bereavement leave each year\n \n 3 days o