Senior Manager, HR Technology & Integration | Hybrid NY

This role is responsible for stabilizing, designing, and evolving Healthfirst’s HR technology ecosystem so it operates as an integrated, reliable, and scalable foundation for HR service delivery and workforce decision-making.

The position owns end-to-end integration design, system interoperability, and data flow across HR platforms, while ensuring alignment with HR processes and business outcomes. This includes ownership of the full integration layer across HR and direct involvement in resolving integration issues, improving system behavior, and reducing manual work across HR operations.

As one of the few roles with deep integration and architecture capability, this position will play a critical role in addressing current gaps in system configuration, data consistency, and cross-system functionality, while building the long-term foundation required for scalability, analytics, and efficiency.

This is a hybrid role which consists of reporting to our 100 Church Street, NYC office on Tuesdays, Wednesdays & Thursdays.

Key Responsibilities

1. Integration Ownership & Architecture (PRIMARY)

Define and own end-to-end HR system integration architecture across:

Workday

vendor platforms (benefits, LOA, learning, etc.)

case management systems (HRA, ServiceNow)

Design and document data flows, integration patterns, and system dependencies

Partner with IT to design and implement APIs and system-to-system connections

Establish integration standards, patterns, and best practices

2. System Configuration & Workflow Alignment

Partner with HR Technology to define and influence system configuration to ensure:

workflows align with HR processes

required data is captured consistently

Identify and correct configuration issues that drive manual work, errors, or confusion

Ensure system behavior supports standardized processes across onboarding, LOA, and case management

3. System Interoperability & Data Flow Management

Ensure HR systems function as a cohesive ecosystem rather than siloed tools

Define what data should flow, when, and how across systems

Validate that integrations support core business processes (onboarding, payroll, compliance, etc.)

Eliminate duplicate data entry and manual handoffs across systems

4. Integration Monitoring & Reliability

Establish monitoring, alerting, and health tracking for key integrations

Define and track integration performance metrics (success rate, latency, failure rate)

Proactively identify and resolve issues before they impact HR operations

5. Issue Resolution & System Stabilization

Own resolution of integration and data issues end-to-end

Perform root cause analysis and implement permanent fixes (not workarounds)

Reduce recurring issues, manual corrections, and system-driven rework

6. Data Architecture & Integrity

Define and enforce HR data standards, including:

system of record

data ownership

data definitions

Ensure consistency between:

HR systems

vendor systems

reporting/data environments

Partner with People Analytics and enterprise data teams to align HR data with broader data architecture (e.g., Lakehouse strategy)

7. Demand Reduction & Operational Efficiency

Identify system and integration issues that drive unnecessary HR demand

Improve system usability, workflow clarity, and data quality to reduce case volume and escalations

Enable self-service and first-contact resolution through improved system design

8. Vendor Technical Coordination

Serve as primary technical liaison across HR vendors, IT, and internal stakeholders

Ensure vendors are accountable for integration performance and outcomes

Coordinate resolution of cross-system issues involving multiple vendors

9. Governance & Documentation

Establish and maintain documentation of:

system integrations

data flows

system dependencies

Define ownership, SLAs, and escalation paths for integrations

Support governance processes that prevent system fragmentation and duplication

10. Team Development & Capability Building

Lead and develop a small HR Technology team (1–2 specialists), elevating capability across:

system configuration

integration support

data quality and validation

Assess current team skill levels and define a clear capability development plan aligned to future-state needs

Establish standards for:

system configuration discipline

data integrity

issue resolution

documentation

Provide hands-on coaching and guidance, balancing direct execution with team development

Define clear roles, responsibilities, and expectations for the team to support a more structured and scalable operating model

Build foundational capability within HR Technology to reduce dependency on IT and external consultants over time

Qualifications

Must Have (Critical)

Bachelor's degree from an accredited institution and/or relevant HR technology, systems integration or enterprise applications experience

7–10+ years in HR technology, systems integration, or enterprise applications

Deep understanding of HR systems (Workday required)

Strong experience with:

APIs

integrations

middleware (Workato, MuleSoft, etc.)

Proven ability to diagnose and resolve complex system and data issues

Experience working in multi-system environments (15+ systems / vendors)

Strong ability to translate business needs into technical solutions

Experience leading and developing teams

Preferred

Experience in healthcare or regulated environments

Experience working with enterprise data architecture or data warehouse platforms

Experience supporting HR service delivery or HR operations environments

Experience in Agile or scaled Agile environments

WE ARE AN EQUAL OPPORTUNITY EMPLOYER. HF Management Services, LLC complies with all applicable laws and regulations. Applicants and employees are considered for positions and are evaluated without regard to race, color, creed, religion, sex, national origin, sexual orientation, pregnancy, age, disability, genetic information, domestic violence victim status, gender and/or gender identity or expression, military status, veteran status, citizenship or immigration status, height and weight, familial status, marital status, or unemployment status, as well as any other legally protected basis. HF Management Services, LLC shall not discriminate against any disabled employee or applicant in regard to any position for which the employee or applicant is otherwise qualified.

If you have a disability under the Americans with Disability Act or a similar law and want a reasonable accommodation to assist with your job search or application for employment, please contact us by sending an email to careers@Healthfirst.org or calling 212-519-1798. In your email please include a description of the accommodation you are requesting and a description of the position for which you are applying. Only reasonable accommodation requests related to applying for a position within HF Management Services, LLC will be reviewed at the e-mail address and phone number supplied. Thank you for considering a career with HF Management Services, LLC.

Know Your Rights

All hiring and recruitment at Healthfirst is transacted with a valid “@healthfirst.org” email address only or from a recruitment firm representing our Company. Any recruitment firm representing Healthfirst will readily provide you with the name and contact information of the recruiting professional representing the opportunity you are inquiring about. If you receive a communication from a sender whose domain is not @healthfirst.org, or not one of our recruitment partners, please be aware that those communications are not coming from or authorized by Healthfirst. Healthfirst will never ask you for money during the recruitment or onboarding process.

Hiring Range*:

Greater New York City Area (NY, NJ, CT residents): $122,900 - $188,020

All Other Locations (within approved locations): $105,100 - $160,480

As a candidate for this position, your salary and related elements of compensation will be contingent upon your work experience, education, licenses and certifications, and any other factors Healthfirst deems pertinent to the hiring decision.

In addition to your salary, Healthfirst offers employees a full range of benefits such as, medical, dental and vision coverage, incentive and recognition programs, life insurance, and 401k contributions (all benefits are subject to eligibility requirements). Healthfirst believes in providing a competitive compensation and benefits package wherever its employees work and live.

*The hiring range is defined as the lowest and highest salaries that Healthfirst in “good faith” would pay to a new hire, or for a job promotion, or transfer into this role.