System Vice President HR Technology

Reporting to the System SVP Total Rewards & People Connections, the VP of HR Technology will lead the strategic direction, implementation, and optimization of HR technology platforms and systems across our organization. This individual will be a visionary leader responsible for leveraging & implementing modern technologies, including advanced analytics and AI, to transform the employee experience, enhance HR operational efficiency, and drive data-informed decision-making. The VP of HR Technology will work closely with HR leadership, IT, and business stakeholders to ensure that our HR software and digital tools support our evolving business needs and enable a future-ready workforce.

Additional responsibilities include assisting in the management of the overall department budget, development and management of departmental road-maps & coordination of new initiatives, continuously evaluating the effectiveness of our-technology solutions to ensure they are aligned with our business strategies, utilizing data analytics and market-research to identify areas for improvement, and
making data-driven recommendations to enhance employee experience and initiatives across a geographically dispersed, multi-site healthcare environment. This role will require a thought-leader, with strong attention to detail, comfort working in a fast-paced & dynamic environment, strong relationship-building skills, the ability to create/drive functional strategies, and the passion to find ease & simplicity within complexity

This is a remote role with travel as needed

Essential Key Job Responsibilities:

Strategic Leadership & Project Management:

• Oversee and coordinate the execution of key departmental projects and initiatives, developing an integrated approach across the various COEs to effectively drive projects to completion and remove roadblocks.
• System Selection & Implementation: Lead the evaluation, selection, implementation, and integration of new HR systems. Ensuring robust project management, change management, and user adoption.
• AI & Emerging Technologies: Proactively identify, assess, and champion the adoption of appropriate AI tools and emerging HR technologies (e.g., generative AI for content creation, intelligent automation for HR processes, predictive analytics for workforce trends, AI-powered chatbots for employee support). Developing strategies for ethical and responsible AI deployment.
• Data & Analytics: Establish a strong HR data foundation, ensuring data integrity, security, and accessibility. Develop and implement advanced analytics capabilities, using AI/ML where appropriate, to provide actionable insights into workforce trends, talent acquisition, retention, and business initiatives.
• Vendor Management: Manage relationships with HR technology vendors, negotiate contracts, and ensure service level agreements (SLAs) are met. Stay abreast of vendor road-maps and industry trends.
• Security & Compliance: Ensure all HR technology systems and data adhere to relevant data privacy regulations and internal security policies.

Continuous Improvement:

• Act as a departmental change agent to proactively identify and address opportunities for continuous improvement, process optimization, and ongoing system enhancements to support business strategies and operational needs.
• Automate manual processes to mitigate risk of human error, enhance overall efficiency, and improve the employee experience by leveraging technology as an enabler of the business

Team Engagement and Leadership:

• Partner effectively with IT, Finance, Legal, and other business units to ensure seamless integration and alignment of HR technology initiatives. Act as a strategic advisor to HR leadership on technology-related matters.
• Provides leadership and guidance to staff, fostering an environment that encourages employee participation, development, teamwork, continuous improvement, and communication.
• Creates a positive team culture and directs team goals, priorities, and career development, focusing on the development and growth of the capabilities of all team members.
• Interview and selection of new employees, promotions, staff development, performance evaluations, compensation changes, resolution of employee concerns, corrective actions, terminations, and overall employee morale.

Reporting and Analytics:

• Oversee HR Technology reporting and analytics, handling complex reporting requests and developing a long-term strategy to mature our capabilities and implement a data-driven approach to human capital management.
• Manage the functional department’s budget by monitoring monthly spending trends and understanding variances to the budget.

Industry Insight:

•  Maintain current knowledge of industry trends, best practices, and regulations related to HR Software and digital tools. Anticipating future trends for the enterprise and business units and collaborating with HRBPs and other stakeholders to recommend breakthrough programs.

Required Education and Experience:

• BS/BA in Business Administration, HR, Information Technology, Computer Science, or a related field (HR experience, consulting experience is a plus)
• (12) Twelve years of progressive experience in HR Technology leadership roles. Minimum of five (5) years of leadership experience at the Director level or above

Required Licensure and Certifications:

• Project Management Professional (PMP)® Certification is a plus (or related certifications such as Agile/Scrum, Platform Certifications, etc.)
  Familiarity with working within or the implementation of the Workday Platform is a requirement of this position

Required Minimum Knowledge, Skills, Abilities, and Training :

• Core HR Processes & Life-cycle: Fundamental understanding of the end-to-end employee life-cycle (recruitment, onboarding, talent management, compensation, benefits, payroll, off-boarding) and the HR functions these processes support.
• HR Technology Landscape: Basic familiarity with the categories of HR software (e.g., HCMs, ATS, LMS, Payroll, Analytics platforms) and common industry vendors.
• Data Concepts: Understanding of basic data management principles, data integrity, data security, and the difference between transactional and analytical data.
• IT Infrastructure & Integration Basics: General understanding of how software systems interact, API concepts, and the basics of system integration.
• Information Security & Data Privacy: Basic knowledge of data privacy regulations and cybersecurity best practices relevant to HR data.
• AI Fundamentals (as applicable to HR): A conceptual understanding of what AI, machine learning, and automation are and how they might be applied to HR processes (e.g., chatbots, predictive analytics, RPA). Not necessarily a data scientist, but someone who "gets" the concepts

#LI-CSH

Inspired by faith. Driven by innovation. Powered by humankindness. CommonSpirit Health is building a healthier future for all through its integrated health services. As one of the nation’s largest nonprofit Catholic healthcare organizations, CommonSpirit Health delivers more than 20 million patient encounters annually through more than 2,300 clinics, care sites, and 137 hospital-based locations, in addition to its home-based services and virtual care offerings. CommonSpirit has more than 157,000 employees, 45,000 nurses, and 25,000 physicians and advanced practice providers across 24 states, and contributes more than $4.2 billion annually in charity care, community benefits, and unreimbursed government programs. Together with our patients, physicians, partners, and communities, we are creating a more just, equitable, and innovative healthcare delivery system.