Vice President, HR Technology

Technology Vision and Roadmap

Develop and own the HR technology roadmap, both short and long term, ensuring it reflects the current needs of the business and where we are headed

Build a roadmap that accounts for our decentralized structure, our growth through acquisition, and the fact that not every portfolio group operates the same way

Look at our current technology landscape and make clear recommendations on where we should invest, consolidate, or change course

You form a clear view on where we should go and you can articulate why in a way that builds confidence with leadership

AI and Emerging Technology

Identify where AI can genuinely improve how HR operates and the experience it delivers to employees, and then do something about it

Move the team beyond talking about AI to actually testing, learning, and building on what works in a practical way

Stay connected to what is happening in the market and bring forward ideas that are relevant to where Harris is headed

Employee Experience and Systems

Think about the full employee experience when making technology decisions, not just the system or the process in isolation

Oversee the performance and optimization of our core HR systems, making sure they are reliable and meeting the needs of a growing organization

Lead the implementation and management of HRIS solutions in partnership with HR and business stakeholders

Put clear processes in place for how competing priorities are managed, how new requests are evaluated, and how vendor relationships are handled

Lead large, cross-functional technology projects with clear accountability for timelines, deliverables, and outcomes

Partnership with IT and Key Stakeholders

Build a strong working relationship with IT leadership. This is one of the most important partnerships in this role and needs to be treated that way

Engage proactively with stakeholders across HR, Finance, and the business so they are part of the planning process, not just the recipients of it

People across the business know who you are and what you bring before a problem ever lands on your desk

Team Leadership

Lead and develop a team that is accountable, curious, and continuously growing

Set clear expectations, give honest feedback, and make sure the team knows what good looks like

Set the tone for the pace and ownership you expect from others

What We're Looking For

10 or more years of experience in HR technology or a closely related field, with at least 5 years in a leadership role

Experience working in a global, decentralized organization across multiple portfolio groups and geographies

Proven experience with large-scale HRIS implementations. Workday experience is strongly preferred

A solid understanding of AI and how it applies in a practical HR context

A demonstrated ability to build and maintain a strong working relationship with IT

Experience leading cross-functional technology projects from start to finish

You move with urgency, you do not need to be pushed, and you hold yourself and your team to a high standard

Systems integration and M&A experience is an asset

Experience working alongside an HR Business Partnering model is an asset

Compensation Details

The potential salary range for this role is $125,000 to $145,000 per year, with eligibility for bonus or merit program. Final compensation will be based on experience, skills, market conditions, and internal equity. We offer a competitive Total Rewards program including health benefits, RRSP matching, stock option, and career development opportunities.