Senior Manager, HR Technology and People Operations

We are seeking a Senior Manager, HR Technology & People Operations to provide strategic and operational leadership across our HR technology ecosystem and key People Operations functions.

This role serves as the business owner and subject matter expert for Dayforce and related HR platforms, with responsibility for ensuring our HR systems, workforce data, payroll-related processes, controls, and workflows are accurate, secure, compliant, scalable, and aligned with business priorities.

The Senior Manager will partner across People & Culture, Finance, Information Technology, Information Security, Compliance, Legal, Operations, and external providers to strengthen governance, reduce risk, improve processes, and deliver an effective employee and manager experience.

This is an opportunity for an experienced HR technology and operations leader to shape how technology, data, payroll governance, and People Operations work together across the organization.

• Lead the HR technology strategy and roadmap in alignment with organizational and People & Culture priorities.
• Serve as business owner and primary subject matter expert for Dayforce and related HR technology platforms.
• Establish governance for system configuration, integrations, releases, testing, security, data, workflows, documentation, and change management.
• Translate business requirements into scalable technology, automation, reporting, integration, and process solutions.
• Advise leadership on system capabilities, risks, dependencies, regulatory considerations, and investment priorities.

• Direct the administration, configuration, maintenance, and optimization of Dayforce across HR, Payroll, Time and Attendance, Benefits, Compensation, Recruiting, Onboarding, Workforce Management, and reporting.
• Oversee security roles, user access, workflows, integrations, organizational structures, business rules, and system controls.
• Lead system releases, enhancements, testing, production changes, complex troubleshooting, root cause analysis, and vendor escalation.
• Establish data governance and quality standards to protect the accuracy, completeness, consistency, security, and integrity of workforce data.
• Partner with Information Security and GRC on access reviews, least-privilege practices, segregation of duties, system risk, and remediation.

• Provide governance and oversight for payroll operations to support accurate, timely, controlled, and compliant payroll processing.
• Oversee payroll readiness, calendars, controls, exception management, approvals, escalations, and payroll-impacting system configuration.
• Provide governance over payroll tax administration, including tax setup, registrations, agency notices and issues, filing-related activities, remediation, and vendor escalation.
• Identify recurring payroll and tax issues and drive sustainable resolution through root cause analysis, clearly defined ownership, and documented controls.
• Partner with Payroll, Finance, and external providers on reconciliations, reporting, funding, General Ledger requirements, and compliance obligations.

• Provide leadership for assigned People Operations processes, ensuring accurate execution, compliance, strong controls, and effective employee service.
• Establish operating procedures, service standards, process ownership, escalation protocols, quality controls, and business continuity practices.
• Develop and maintain SOPs, process maps, checklists, control documentation, and cross-training for business-critical processes.
• Build team capability through coaching, knowledge transfer, clear performance expectations, and functional leadership.
• Serve as an escalation point for complex People Operations, payroll, payroll tax, HR technology, and workforce data matters.
• Drive simplification, standardization, automation, and continuous improvement across HR technology and People Operations.

• Lead workforce reporting and analytics across headcount, turnover, retention, hiring, payroll, labor costs, time and attendance, and other workforce measures.
• Establish standardized reporting definitions, validation, reconciliation, and quality-control processes.
• Support internal and external audits, financial controls, benefits audits, security reviews, and compliance assessments.
• Identify technology, data, process, and control risks and lead remediation efforts.
• Translate technical, payroll, compliance, and workforce information into clear, decision-ready recommendations for leadership.

• Manage HR technology, payroll, payroll tax, background screening, and other People Operations providers, including service performance, risks, escalations, and contractual obligations.
• Evaluate vendor solutions and operating changes for privacy, security, compliance, data access, integration, and business continuity considerations.
• Lead complex projects from requirements and solution design through testing, implementation, change management, stabilization, and transition to operations.
• Coordinate dependencies and decisions across People & Culture, Finance, IT, Information Security, Compliance, Legal, Operations, and external providers.

• Bachelor’s degree in Human Resources, Information Systems, Business Administration, Finance, Accounting, or a related field.
• 8+ years of progressively responsible experience in HR technology, HRIS, People Operations, payroll, or related functions.
• At least 3 years of leadership, people management, or significant enterprise program ownership experience.
• Demonstrated experience working with enterprise HCM platforms and complex HR technology environments.
• Strong analytical, project leadership, vendor management, communication, and root cause analysis capabilities.
• Ability to translate complex technology, data, payroll, and compliance matters into practical business recommendations.

• Hands-on Dayforce experience strongly preferred.
• Experience with multi-state payroll and payroll tax administration.
• Experience with HR technology integrations, system security, workforce reporting, controls, data governance, and audit support.
• Advanced degree preferred.
• Professional certification such as SHRM-SCP, SPHR, CPP, PMP, Prosci, or a comparable credential preferred.

In this role, you will help create an HR technology and People Operations environment that is:

• Reliable: Workforce and payroll data are accurate, timely, and trusted.
• Controlled: Security, access, payroll, tax, and operational processes have clear governance and accountability.
• Scalable: Systems and processes support organizational growth and evolving business needs.
• Efficient: Manual work and unnecessary complexity are reduced through standardization and automation.
• Insightful: Leaders have access to reliable workforce information that supports better decisions.
• Employee-focused: Technology and processes make it easier for employees, managers, and People & Culture teams to get work done.

Key Areas of Accountability: HR Technology | Dayforce | People Operations | Payroll & Tax Governance | Workforce Analytics | Controls & Compliance | Vendor Governance

Versant Health provides vision care to 38 million members nationwide! To ensure your continued success we provide opportunities for advancement and development.  Our associates remain engaged through a comprehensive compensation and benefits package which includes health and dental insurance, tuition reimbursements, 401(k) with company match, pet insurance and FREE vision insurance for you and your family
 

We provide equal employment opportunities (EEO) to all associates and applicants for employment without regard to race, color, religious beliefs, age, sex (including pregnancy), sexual orientation, gender identity or expression (including transgender status), national origin, ancestry, status as a protected veteran or disabled veteran, physical or mental disability or history of disability, genetic information, marital status, or any and all other categories protected by under applicable Federal, state or local law. 

This policy extends to all associates and to all aspects of the employment relationship. Any associate who violates this policy will be subject to disciplinary action up to and including termination