Executive Director, HR and Workday Platform Technology

About this role

Job Overview: The Executive Director, HR and Workday Platform Technology is the primary technology platform leader for Human Resources and Facilities and the enterprise platform owner for Workday. This role is accountable for the strategic leadership, operational stability, governance, product roadmap, and continuous improvement of the organization’s Workday ecosystem, with primary accountability for Workday Human Capital Management (HCM), the broader Workday platform (including integrations, reporting, security, and Extend), and selected non-HR Workday technologies that support cross-functional business processes. This leader serves as the senior HR and Facilities technology partner and Workday platform owner, translating HR and Facilities strategy into scalable technology capabilities, ensuring platform decisions are aligned to business priorities, compliant with internal controls and regulatory requirements, and sustainable for future growth. The role owns the HR technology platform strategy and operating model, oversees internal team members and external partners, and ensures day-to-day support, enhancements, release readiness, and strategic initiatives are delivered with disciplined execution across the HR technology landscape. Reporting into the Enterprise Applications organization, this role partners closely with HR, Facilities, Finance, IT, Security, Internal Audit, Legal, and third-party vendors to drive platform excellence, roadmap execution, service delivery, and governance.

Summary of Responsibilities: Strategic Leadership for Workday • Lead the overall strategy, roadmap, and operational support model for Workday. • Own the technology direction for key Workday capabilities (Core HCM, Recruiting, Compensation, Talent / Performance, Absence / Time Tracking, Workday Security, Workday Reporting, Workday Integrations, Workday Extend) • Owner of the overall Workday licensing, contracting, training and tenant as well as the EXTEND, integrations and reporting Workday platform. • Serve as the primary technology platform leader for HR, accountable for aligning HR technology strategy, investment priorities, platform governance, and delivery execution with enterprise and HR business objectives. • Act as the enterprise Workday platform owner, with decision accountability for platform roadmap, release adoption, configuration standards, technical debt management, and long-term platform health. • Partner with enterprise and functional leaders to prioritize initiatives, balance capacity, and align investments to business value.

Operational Ownership and Service Delivery • Ensure reliable production support, operational excellence, and end-to-end platform ownership for Workday HR and enabling platform services. • Oversee incident management, defect resolution, service request intake, enhancement prioritization, release planning, and support processes. • Own the intake, prioritization, and value-based sequencing of HR technology demand, ensuring work is transparent, governed, and aligned to business outcomes. • Establish and maintain service delivery standards, operating rhythms, and performance expectations for internal teams and external support partners. • Drive stabilization, simplification, and standardization of processes across supported domains.

Support for Non-HR Workday Technology • Provide leadership and coordination for non-HR Workday technologies that intersect with or rely upon the same platform foundation. • Oversee the HR reporting strategy and execution. • Partner with Finance, enterprise applications, and other business stakeholders where Workday architecture, integrations, reporting, and security models extend beyond HR. • Help ensure consistency in platform governance, support model, change control, and technical standards across all supported Workday domains.

Governance, Risk, and Compliance • Ensure Workday-related processes and changes are managed in accordance with SOX controls, audit requirements, security standards, and internal governance expectations. • Partner with Internal Audit, Cybersecurity, Legal, Privacy, and Compliance teams on access controls, change management, documentation, and issue remediation. • Define and enforce Workday platform ownership standards, including role-based security, configuration governance, release governance, integration oversight, data protection, and audit readiness. • Maintain strong oversight of role design, access approvals, user access reviews, privileged security considerations, and integration credential management in coordination with appropriate enterprise teams. • Support readiness for internal and external audits by ensuring documentation, traceability, and control discipline across supported areas.

Program and Change Leadership • Lead major cross-functional initiatives involving Workday HR or platform capabilities, including implementation phases, enhancements, acquisitions/divestitures, operating model changes, or global process standardization efforts. • Leading the technology programs using a product mindset and leading with agile ways of working.  • Prioritize the technology portfolio using outcomes and the value of IT. • Provide structure and leadership for complex programs that require coordination across business, IT, vendors, and governance forums. • Ensure changes are evaluated for downstream impacts across integrations, security, reporting, business processes, controls, and support teams. • Act as a senior decision-maker and escalation point for platform-related risks, priorities, and trade-offs.

Team Leadership and Organizational Development • Lead, develop, and coach a high-performing team across functional, technical, and platform disciplines. • Build the right organization structure and role clarity across product support, technical platform ownership, delivery management, and governance. • Manage a hybrid workforce that may include employees, contractors, and AMS / implementation partners. • Establish

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