layiq

/la·yiq/adjective

worthy; deserving; fitting; suitable.

A role, opportunity, or path that merits attention, time, and pursuit.

Process Optimazation Program Manager Lead, HR Technology at Rosendin Electric | LAYIQ

HR Technology Strategy & Implementation Leadership
Lead full-cycle implementation and optimization work across Rosendin's HR technology stack, with Workday as the primary platform, applying prior hands-on experience leading (not just supporting) system implementations from requirements through go-live.
Design, build, and maintain a formal testing framework (including regression, UAT, and release testing protocols) to validate business process configuration, security, integrations, and periodic Workday releases before they reach production.
Own configuration decisions, recommend options/solutions for improvements, and properly document rationale across core Workday areas relevant to HR Operations, including business process framework, security and domain policies, calculated fields, and reporting, in partnership with IT for build and technical execution.
Evaluate new HR technology needs and options as they arise, and make informed recommendations with impact outlined on build, configure, or buy approaches, including exploring Workday Extend, integrations, or third-party tools where appropriate.
Identify, understand, map out impact, recommend process options/solutions with rationale, and develop high level summary so impacted groups can make timely/proactive informed and actionable decisions on how changes in one area of Workday (e.g., Core HCM) affect downstream processes such as Payroll, Time & Absence, Benefits, Compensation, Performance, Learning and Development, etc. and account for those dependencies in planning and testing.
Partner with HR teams to provide advanced consultation, direction, and options/solutions on at least 1-2 Workday Modules (Performance, Advanced Compensation, Talent Acquisition, Learning & Development, etc.
Process Innovation & Automation
Proactively identify process breakdowns and inefficiencies across HR and business teams and develop solutions/recommendations rather than waiting for issues to be escalated.
Ideate solutions; ensure all teams understand the pros/cons of the options; and recommend solutions with the appropriate internal teams (Payroll, HR Operations, IT, and others) and external partners (Workday, third-party vendors, implementation consultants) to design automations and enhancements that solve the root problem.
Build the business case for proposed automations and enhancements, including expected impact, effort, dependencies, and risk, to support prioritization decisions.
Build/maintain and continuously recommend improvements to overall HR processes that capture and connect both non-system processes (ie: PM plan, Intake Process, etc.) and system processes (ie: WD Workflow, Interconnected/Integrated systems like Fusion, Fidelity, etc.) to enable high level of overall process at any time.
Bring forward leading practices from the broader Workday and HR technology community, recommend options/solutions, and apply relevant ones to Rosendin's environment.
Cross-Functional Optimization Partnership
Partner directly with Payroll, Learning & Development, Compensation, and other functional teams to understand, identify gaps, and recommend options/solutions for both current/future needs with rationale where current HR technology is not meeting business needs.
Proactively and regularly communicate effectively and efficiently to all stakeholders and owners timely and regular updates on status (ie: progress, roadblocks, etc.) and ensuring all team members remain connected and driving towards objectives.
Translate business-identified gaps into clearly scoped business case enhancement, configuration, or automation requests, and partner with IT and external vendors to evaluate options for closing those gaps.
Advise functional teams on what is achievable from a technology and configuration standpoint, recommend options and solutions to help set realistic expectations before requests move into delivery.
Facilitate requirements-gathering sessions with functional stakeholders, translating business needs into clear functional specifications IT and vendors can build against.
Identify Workday user process training gaps, recommend options, develop training materials, and administer training
Partner with L&D and HR Functions (HRBP/HR, Talent Acquisition, Learning & Development, Compensation, Benefits, etc.) to identify and recommend training both internally created training and Workday official training.
Intake Management
Own, manage, and continuously improves/evolves a best-in-class centralized intake process that has the flexibility to meet both current needs and anticipates future needs for all HR technology-related requests submitted by any team across the company, including configuration changes, enhancement requests, automation ideas, and reported issues.
Develop/Manage standardized intake form/documentation that outlines all requirements.
Review, assess, and document each incoming request to ensure it is well-defined and ready for evaluation. Proactively partner with client groups to update intake requests to ensure completeness that accurately and properly documents requirements before evaluation. This role maintains full visibility into every request in the pipeline; it does not own routing or assignment of that work.
Maintain a consolidated, current view of all open, in-progress, and completed requests to support prioritization conversations with leadership.
IT & Vendor Liaison, Delivery Management
Act as the primary point of contact between HR Operations and IT, and between HR Operations and external technology vendors or consultants, for all HR technology optimization projects.
Develop/Manage standardized HR PM plan template process that outlines all key project process requirements (ie: cross-functional owners/key stakeholders, project members, milestones/tasks/deliverables with dates, communications, roadblocks, etc.) for proper documentation, accountability, and timely/successful delivery.
Proactively manage timelines, dependencies, and communication to ensure a positive, on-time delivery experience for stakeholders across the business.
Escalate and proactively identify risks, delays, or scope issues early, recommend options/solutions, develop high level summaries so functional partners can make informed/timely/actionable decisions as needed to ensure and keep functional partners informed throughout the delivery process.
Establish lightweight governance for optimization work, including status reporting, prioritization criteria, and change communication, appropriate to Rosendin's scale.
HR Technology Roadmap Ownership
Maintain and provide input in the development of the HR technology roadmap, spanning Workday and the broader HR technology ecosystem, reflecting current priorities, in-flight work, and upcoming enhancements.
Partner with HR Operations leadership to prioritize roadmap items by recommending options while balancing business needs, capacity, and strategic direction.
Provide regular roadmap updates to leadership and stakeholder groups to maintain alignment and transparency.

Experience
Bachelor's degree in Human Resources, Information Systems, Business, or a related field, or equivalent professional experience.
10+ years total of increasingly progressive and highly complex experience in HR technology. 5+ years of this time required to be working directly leading Workday implementations, system enhancements, releases, and projects.
Expert demonstrated hands-on experience and knowledge in Workday HCM
Advanced demonstrated hands-on experience and knowledge of at least 1-2 Workday Modules (Performance, Advanced Compensation, Talent Acquisition, Learning & Development, etc.)
Proficient knowledge and understanding of Workday Education and Workday Learning Center for at least 1 Workday Modules (Performance, Advanced Compensation, Talent Acquisition, etc.)
Demonstrated experience using Workday Community to research options/solutions/answers and translating into high level updates/recommendation based on WD business requests.
Demonstrated experience leading, not just supporting, at least two full-cycle Workday implementations or major module rollouts as a project or functional lead.
Experience across the broader HR technology ecosystem beyond Workday (e.g., ATS, LMS, payroll, engagement, or case management platforms) strongly preferred.
Demonstrated experience building, managing, and improving a formal system testing framework (UAT, regression, or release testing) and familiarity with SDLC methodologies such as Agile or Waterfall.
Strong track record of identifying process improvement opportunities, recommending options/solutions, and driving automation or enhancement initiatives from ideas through delivery.
Strong track record partnering with both internal IT teams and external vendors or consultants (including implementation and staffing partners) to scope, prioritize, and deliver system enhancements.
Strong track record and experience working effectively and efficiently across HR functional areas such as Payroll, Compensation, Learning & Development, or Talent Acquisition, and understanding how they intersect with Workday configuration.
Technical Skills
Working advanced knowledge and understanding of core Workday configuration areas: business process framework, security and domain policies, calculated fields, and report writing.
Working knowledge and familiarity with Workday's integration landscape (e.g., EIBs, Core/Cloud Connectors, Studio) sufficient to scope integration-related requests and partner effectively with technical teams, even if not building integrations directly.
Comfort working across multiple Workday modules, such as Core HCM, Compensation, Time & Absence, Talent, and Benefits, at a functional level.
Excellent organizational and project management skills, with the ability to manage a high volume of concurrent requests and maintain clear documentation.
Strong written and verbal communication skills; able to translate between business needs and technical configuration language, and to influence stakeholders at multiple levels.
Workday certification(s) in relevant modules (e.g., HCM, Reporting, Security) strongly preferred, additional HR technology certifications a plus.
WORKING RELATIONSHIPS
Reports to the Sr. Manager, HR Operations. Partners closely with HR Operations leadership, Payroll, Learning & Development, Compensation, Talent Acquisition, IT, and external HR technology vendors and consultants. Works directly with company-wide stakeholders submitting HR technology requests. May provide functional guidance to an HRIS Analyst in the future as the team's structure evolves.
WORKING CONDITIONS: General work environment – sitting for long periods, standing, walking, typing, carrying, pushing, bending. Work is conducted primarily indoors with varying environmental conditions such as fluorescent lighting and air conditioning
Noise level is usually low to medium; it can be loud on the jobsite.
We fully comply with the ADA and applicable state law, including considering reasonable accommodation measures that may enable qualified disabled applicants and employees to perform essential functions.
Occasional lifting of up to 30 lbs.
YOU Matter – Our Benefits
ESOP – Employee Stock Ownership
401 K
Annual bonus program based upon performance, profitability, and achievement
17 PTO days per year plus 10 paid holidays
3 days of paid sick leave each year
3 days of paid Bereavement leave each year
3 days of paid Jury Duty
Medical, Dental, Vision Insurance
Bonding Leave
Term Life, AD&D Insurance, and Voluntary Life Insurance
Disability Income Protection Insurance
Pre-tax Flexible Spending Plans (Health and Dependent Care)
Charitable Giving Match with our Rosendin Foundation
Our success is rooted in our people. We all come together around long-term vision and a sense of shared ownership. As a group, we do whatever it takes to ensure the success of our business…and your career.
Rosendin is committed to creating a diverse environment and is proud to be an Equal Opportunity Employer.  Employment decisions are considered regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, pregnancy, age (over 40), or any other categories protected by applicable federal, state, or local law.

Process Optimazation Program Manager Lead, HR Technology

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