The Senior HR Program Manager will play a critical role in delivering a global Workday HCM implementation from start to finish. In this role, you’ll partner closely with HR, IT, Finance, Payroll, and business leaders to ensure the program is well‑aligned, expertly executed, and adopted successfully across the organization. You’ll be responsible for driving strong program governance, keeping the work on track, proactively managing risks, and ensuring teams are supported through change. Working hand‑in‑hand with the HRIT Functional Owner, you’ll translate business goals into scalable Workday solutions that enable the enterprise to operate more effectively. This role is ideal for a leader who thrives at the intersection of strategy and execution—and who enjoys bringing complex, global programs to life.

Responsibilities

• Serve as the functional lead for the full lifecycle of a global human capital management system implementation from planning through stabilization

• Establish and manage program governance including steering committee cadence, program management routines, and decision frameworks

• Drive execution across all functional workstreams including core human resources, payroll, benefits, absence, talent, recruiting, learning, compensation, and reporting

• Ensure alignment to implementation milestones, deliverables, and quality standards

• Act as a liaison between human resources, technology, finance, payroll, and executive leadership as part of the core system implementation team

• Facilitate executive-level communications including program status updates, risk visibility, and decision escalation

• Lead change control processes to manage scope, prioritize requests, and protect timeline integrity

• Provide functional and program-level expertise across human resources system architecture and capabilities

• Partner with implementation vendors to ensure optimal configuration, integration design, and adherence to best practices

• Guide key design decisions related to job and position structure, process standardization, reporting strategy, and employee experience tools

• Proactively identify risks across testing, integrations, data, resourcing, and readiness and develop mitigation strategies with clear ownership

• Manage vendor performance and hold implementation partners accountable to service agreements and deliverables

• Oversee end-to-end testing strategy including system testing, user acceptance testing, and payroll parallel testing where applicable

• Ensure business readiness through training, communications, and operational transition planning

• Define and enforce go or no-go readiness criteria

• Partner with change management leads to drive adoption strategies and user readiness

• Support development of training, communications, and stakeholder engagement plans

• Lead post-launch support planning and execution

• Ensure smooth transition to steady-state operations within human resources systems and shared services

• Monitor system performance, adoption metrics, and continuous improvement opportunities

Qualifications

• Education Requirements: Bachelor’s degree (Bachelor’s degree in Human Resources, Business Administration, Information Systems, or related field preferred)

• Experience Requirements: 8–10 years experience in relevant field (Human Resources systems, human resources technology, or human resources transformation experience preferred)

• Travel requirement: Some travel expected

Supervisor Responsibility

Direct Reports: Hires, retains, trains, coaches, guides, directs, and develops direct reports using company-wide processes, tools and resources

Indirect Reports: May delegate work of others and provide guidance, direction and mentoring to indirect reports

Required Knowledge and Skills

• Hands-on experience with system testing, documentation, and training support

• Familiarity with ticketing and work management systems

• Proficiency in human resources information systems including configuration, deployment, and maintenance

• Knowledge of human resources compliance, data governance, and employee lifecycle processes

• Familiarity with reporting tools and dashboards

Environmental & Physical Requirements

Office / Sedentary Requirements: Incumbent must be able to perform the essential functions of the job. Work is performed primarily in an office environment. Typically, requires the ability to sit for extended periods of time (66%+ each day), ability to hear telephone, ability to enter data on a computer and may require the ability to lift up to 10lbs.

Additional Information Regarding Job Duties

Job duties include additional responsibilities as assigned by one’s supervisor or other manager related to the position/department. This job description is meant to describe the general nature and level of work being performed; it is not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required for the position. The Company reserves the right at any time with or without notice to alter or change job responsibilities, reassign or transfer job positions, or assign additional job responsibilities, subject to applicable law. The Company shall provide reasonable accommodations of known disabilities to enable a qualified applicant or employee to apply for employment, perform the essential functions of the job, or enjoy the benefits and privileges of employment as required by law.