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.