Description About Alvarez & Marsal Alvarez & Marsal (A&M) is a global consulting firm with over 10,000 entrepreneurial, action and results-oriented professionals in over 40 countries. We take a hands-on approach to solving our clients' problems and assisting them in reaching their potential. Our culture celebrates independent thinkers and doers who positively impact our clients and shape our industry. The collaborative environment and engaging work-guided by A&M's core values of Integrity, Quality, Objectivity, Fun, Personal Reward, and Inclusive Diversity-are why our people love working at A&M.
The Team The People Technology Leader is responsible for driving the strategic implementation and optimization of Global People Organization's (GPO) technology systems and solutions across the organization. This role serves as a strategic partner and key point of contact for GPO Leadership, ensuring seamless collaboration and alignment. The position requires a deep understanding of end-to-end processes, functional needs, and HR technology systems to effectively drive identification and implementation of comprehensive and effective solutions.
The People Technology Leader will lead the global strategy, governance, and enablement of all systems supporting the employee lifecycle-from recruiting through development, performance, and total reward. This leader will integrate corporate and business unit HR technologies into a cohesive ecosystem The ideal candidate will combine technical expertise with strong human resources (HR) & business acumen and project and change management skills to deliver technology solutions that support the GPO.
How you will contribute Strategic Leadership - Develop and own the global People Technology strategy and roadmap, in partnership with HR and IT leadership and in alignment with organizational goals.
- Lead and develop the People Technology team, including technology specialists both onshore and offshore, including partnering with the Project Management Office to hire and develop experienced HR project managers and business analysts.
- Partner with GPO, IT, and business leadership to design a target architecture balancing global standards with local flexibility.
- Establish and chair a People Technology Governance Council, integrating BUs, HR, IT, and Finance leadership to set priorities, standards, and data ownership.
- Oversee the strategic evaluation, selection, and implementation of GPO platforms and applications in partnership with GPO and technical teams.
- Drive digital transformation across HR, focusing on automation, data integrity, and employee experience.
Platform and Integration Management - Serve as global owner for all HRIS applications and programs overseeing configuration, enhancements, integrations, and vendor management.
- Lead the lifecycle management of all key HR systems, including:
- Core HCM (Workday)
- Talent Acquisition / Applicant Tracking System (ATS)
- Employee Onboarding platform
- Learning Management System (LMS)
- Performance and Talent Management systems
- Compensation and Benefits platforms
- Employee Experience and HR Service Delivery tools
- Partner and Collaborate with Finance and ERP teams to maintain robust data exchange between HR and Finance systems, including but not limited to Data Warehouse, BI Tools, Replicon, and Payroll systems, ensuring accuracy in payroll, compensation, headcount, and cost allocations.
- Collaborate with enterprise architecture teams to ensure HR system integrations align with broader organizational technology strategy and infrastructure requirements.
- Manage vendor relationships and contracts, ensuring service level agreements meet organizational connectivity and performance standards.
- Drive integration innovation initiatives by evaluating emerging technologies and connectivity solutions that enhance cross-application functionality and data accessibility.
Governance, Data, and Operations - Define, implement and oversee governance frameworks, data standards, and best practices for People Technology.
- Design, develop and enforce data quality standards to ensure accuracy and efficient.
- Oversee system administration, release management, and end-user support across People technologies.
- Partner with GPO functional leaders to align processes and optimize use of technology.
- Oversee the management and continuous improvement of existing People Technology platforms and tools.
- Develop, implement and manage a tiered global support model serving corporate and business unit HR teams.
- Partner with IT, Data, and Cybersecurity teams to ensure compliance with data governance, security, and privacy standards (e.g., GDPR, SOC2)
Change Management and Adoption - Support change management strategy development and adoption initiatives, collaborating with Program Manager to drive organizational technology acceptance.
- Partner with Learning and Experience teams to develop training, communication, and user experience improvement initiatives to ensure high adoption across all systems.
Analytics and Insights - Collaborate with GPO and Finance analytics teams to define a global people data model and integration of HR and Finance data sets.
- Drive data analytics capability maturity with implementation of actionable workforce insights and reporting solutions.
- Define requirements for self-service reporting, dashboards, and predictive analytics capabilities to support strategic workforce planning, compensation modeling, and organizational effectiveness.
Qualifications - 10-15+ years of experience in HR technology, HRIS management, or similar roles.
- Proven track record of successfully implementing and managing enterprise-wide HR technology solutions.
- Strong understanding and experience in HR and of HR processes across the talent lifecycle and how technology enables these processes.
- Deep expertise in Workday HCM (Core HR, Compensation, and Reporting).
- Experience integrating HR systems across Payroll, Benefits, Talent, and Analytics domains.
- Familiarity with enterprise integration platforms (iPaaS), data warehouses, and reporting tools.
- Excellent project management skills with experience leading complex, cross-functional initiatives.
- Strong change management expertise with ability to drive technology adoption.
- Exceptional stakeholder management and communication skills at all organizational levels.
- Strategic mindset with ability to support translation of business requirements into technology solutions.
- Bachelor's degree in Information Systems, Human Resources, or related field; advanced degree preferred.
- Professional certifications in SHRM, project management (e.g., PMP), Workday certification are highly desirable.
Your journey at A&M We recognize that our people are the driving force behind our success, which is why we prioritize an employee experience that fosters each person's unique professional and personal development. Our robust performance development process promotes continuous learning, rewards your contributions, and fosters a culture of meritocracy. With top-notch training and on-the-job learning opportunities, you can acquire new skills and advance your career.
We prioritize your well-being, providing benefits and resources to support you on your personal journey. Our people consistently highlight the growth opportunities, our unique, entrepreneurial culture, and the fun we have together as their favorite aspects of working at A&M. The possibilities are endless for high-performing and passionate professionals.
Regular employees working 30 or more hours per week are also entitled to participate in Alvarez & Marsal Holdings' fringe benefits consisting of healthcare plans, flexible spending and savings accounts, life, AD&D, and disability coverages at rates determined periodically as well as a 401(k) retirement savings plan. Provided the eligibility requirements are met, employees will also receive an annual discretionary contribution to their 401(k) retirement savings plan from Alvarez & Marsal. Additionally, employees are eligible for paid time off including vacation, personal days, seventy-two (72) hours of sick time (prorated for part time employees), ten federal holidays, one floating holiday, and parental leave. The amount of vacation and personal days available varies based on tenure and role type. Click here for more information regarding A&M's benefits programs.
The salary range is $250,000 - $275,000 annually, dependent on several variables including but not limited to education, experience, skills, and geography. In addition, A&M offers a discretionary bonus program which is based on a number of factors, including individual and firm performance. Please ask your recruiter for details.
Must be authorized to work in the US without the need for employment-based sponsorship now or in the future. A&M will not sponsor applicants for US work visa status for this role.
#LI-LH1
Never miss an opportunity! Create an alert based on the job you applied for.