JOB SUMMARY

The Director, HR Technology and Operations leads the systems, processes, and services that enable HR to deliver an efficient, reliable, and accessible experience for teammates and leaders.

This role owns the HR technology roadmap, drives effective use of Workday, and consolidates recurring operational HR activities into a consistent service delivery model. Partnering with HR leaders, Information Technology, Finance, Payroll, and business leaders, the Director simplifies processes, improves data quality, expands self-service, and reduces administrative work so HR teams can focus on talent, leadership, and business priorities.

ESSENTIAL JOB RESPONSIBILITIES

Workday Leadership and Optimization

• Serve as the HR business owner for Workday, establishing priorities, governance, and standards for system usage and ongoing improvement.
• Lead Workday administration and optimization, including business processes, configuration, reporting, testing, and user support, in partnership with IT and functional owners.
• Improve teammate and manager self-service through intuitive workflows, clear guidance, and targeted training.
• Coordinate Workday releases and enhancements, assessing business value, managing testing, and supporting adoption.
•  Partner with IT to maintain appropriate security roles, access controls, integrations, and protection of confidential teammate information.
•  Establish standards for HR data accuracy and consistency, including organizational structures, positions, job profiles, and teammate records.

HR Technology Strategy and Roadmap

• Develop and maintain a multiyear HR technology roadmap aligned with business strategy, workforce needs, and HR priorities.
•  Assess the existing technology portfolio and recommend opportunities to simplify systems, improve integration, and eliminate redundant tools.
• Prioritize investments based on teammate experience, operational efficiency, business value, cost, and implementation readiness.
• Evaluate automation and AI capabilities that improve HR service delivery, with appropriate human oversight and data protections.
•  Lead technology selection, implementation, vendor management, and adoption in partnership with IT, Procurement, and HR stakeholders.
• Manage the HR technology and operations budget and measure the benefits achieved from investments.

HR Operations and Service Delivery

•  Design and lead a centralized HR operations model that consolidates recurring administrative work currently distributed across HR teams and business locations.
• Define a service catalog, clear process ownership, service standards, escalation paths, and responsibilities across HR Operations, HR Business Partners, Centers of Excellence, and Payroll.
• Consolidate and standardize activities such as onboarding administration, teammate data changes, transfers, promotions, offboarding, employment verification, records management, and routine HR inquiries.
• Partner with Benefits, Compensation, Talent Acquisition, and Payroll leaders to clarify which administrative activities belong within HR Operations and how work moves between teams.
• Establish consistent intake, case management, knowledge resources, and issue resolution practices.
• Simplify and document end-to-end processes, reducing duplicate data entry, unnecessary approvals, manual handoffs, and rework.
• Maintain appropriate controls and records to support audits, company policies, and applicable requirements.

Leadership, Partnership, and Continuous Improvement

• Build, lead, and develop the HR technology and operations team, establishing clear accountability and a strong service mindset.
• Partner with HR Business Partners and Centers of Excellence to reduce their administrative workload and improve service to the business.
• Design technology and services that are accessible to frontline, store, distribution, and corporate teammates.
• Lead change management and communications for new systems, processes, and service delivery practices
• Establish performance measures and dashboards covering service responsiveness, transaction accuracy, system adoption, data quality, and productivity.
• Use teammate feedback and operational data to identify issues, address root causes, and continuously improve service.

Performs other duties as assigned

MINIMUM REQUIREMENTS

• Required Education: Bachelor’s degree in HR, IT or other related areas. 
• Other Requirements: Relevant Workday training or certifications and experience managing implementation partners or technology vendors.
• Minimum Years of Experience: 5 to 8 years of proven experience driving Workday implementation, optimization, or administration, backed by a deep comprehension of HR business processes.
  • Track record of consolidating and standardizing HR administrative functions across disparate teams, site locations, and business units.
  • Demonstrated background supporting extensive, distributed hourly workforces within grocery, retail, distribution, hospitality, or dynamic high-volume environments.
  • Hands-on experience navigating union-represented employee populations and multi-brand or multi-entity organizational models.
  • Proficiency with process automation, employee self-service tools, knowledge management systems, and HR case management frameworks.

REQUIRED KNOWLEDGE, SKILLS AND ABILITIES

• Knowledge
  • Possess excellent verbal and written communication skills
  • Understanding of employment laws and regulations applicable to employment data and HR practices
  • Must have good working knowledge of Microsoft and Google suite
  • Knowledge of HRIS systems 
  • Basic understanding of HR operations

• Skills & Abilities
  • Proven ability to develop technology roadmaps, manage complex projects, and lead organizational change.
  • Strong analytical skills and experience using reporting and service metrics to improve performance.
  • Ability to translate business needs into practical technology and process solutions.
  • Strong communication, stakeholder management, and team leadership skills.
  • Sound judgment in handling confidential information and maintaining operational controls.
  • Exceptional verbal and written communication skills.
  • Strong sense of urgency; ability to balance priorities and meet deadlines in a fast-paced setting.
  • Warm and open demeanor; ability to build relationships with all levels of staff.
  • Ability to work autonomously as well collaboratively.

FORMAL POLICY SETTING

• • Formally responsible for making recommendations to management regarding policies and procedures associated with one’s department or division.
  • Formally responsible for setting policies and procedures associated with one’s department or division.

PHYSICAL REQUIREMENT AND WORK ENVIRONMENT

• • Walking
    • Primarily sitting
  • Standing
    • Primarily sitting
  • Lifting
    • Up to 25 lbs
  • Travel
    • 0-25%
  • Work Environment
    • M-F, 8-5 Office Job. 

The above statements describe the job’s essential responsibilities and requirements. They are not an exhaustive list of the duties that may be assigned to job incumbents.

Additional Requirements – Internal Candidates:

• Store/Facility Teammates: minimum of six months employment with Schnucks preferred.
• Store Support Center Teammates: minimum of one year employment with Schnucks preferred.
• Must be in good standing (not on a performance improvement plan or active discipline).
• If invited for an interview, must have manager approval based on performance.

Schnucks is an Equal Opportunity Employer.