Business Applications/ERP Platform Expert, HR

Job description

If you're ready to be part of our legacy of hope and innovation, we encourage you to take the first step and explore our current job openings. Your best is waiting to be discovered. Day - 08 Hour (United States of America) "The Platform Expert Engineer – Workday HCM & HR Systems serves as the principal technical authority driving the architectural strategy and continuous evolution of Workday and integrated HR technologies. This role shapes the multi-year platform roadmap by evaluating emerging capabilities, including Workday’s AI features, agentic AI frameworks, and intelligent workflow automation. Partnering with executive leadership, enterprise architects, and HR stakeholders, the expert ensures platform stability, multi-system orchestration, and alignment with enterprise goals. This position is the primary technical lead responsible for: Strategic Platform Architecture & AI Roadmap, Workday Release Strategy & Testing Governance, Agentic AI & Intelligent Workflow Orchestration, Cross-System Security & Integration Governance, and Executive Stakeholder Engagement. We are seeking: - Proven experience driving architectural strategy and technical roadmaps for enterprise HR platforms, specifically Workday HCM, security frameworks, and advanced analytics. - Expertise in evaluating and operationalizing Workday AI innovations, agentic AI agents, and intelligent automated workflows. - Strong track record in testing governance, major release management, and cross-system integration across HR, Payroll, and IT environments. Preferred Qualifications - Active Workday Pro certifications (e.g., Workday Pro HCM, Workday Pro Security, Workday Pro Reporting, or Workday Pro Integrations) or Workday Integration Architect certification." This is a Stanford Health Care job. A Brief Overview The Applications Platform Expert is a senior individual-contributor role providing deep technical mastery, cross-team solutioning, operational solution impacts and informal leadership within the Applications organization. This role has expertise across a broad healthcare delivery domain, with deeper experience in 1-2 functional technical application areas. This role exists to ensure that the organization's most complex technical, architectural, and solutioning challenges are met with consistent, well-defined expertise that can work across IT functions to examine all available tools and solutions and to bring the right combination to the design. This position is expected to maintain current, authoritative knowledge of the platform's capabilities,(new releases, features, vendor roadmap) and proactively identifies where these should be applied before a challenge or request exists. The Platform Expert operates as a trusted technical authority, a mentor, and a contributor to team and departmental roadmaps, while explicitly deferring people-management, task assignment, and performance-evaluation authority to formal management and project leadership. Locations Stanford Health Care What you will do Technical Solutioning & Tool Evaluation Operates at two deliberate altitudes: high-level solution shaping (options, tradeoffs, rough feasibility) before a project is chartered, and deep technical design once work is initiated. Incumbent should have a familiarity with the existing ecosystem and design solutions that are both fit for purpose and coherent with existing platform and future roadmap alignment. Evaluates build-vs-buy and native-platform-vs-purpose-built tradeoffs on their technical merits, rather than defaulting to whichever platform already has a feature. Maintains working fluency across adjacent IT domains (integration, infrastructure, security, data) sufficient to identify who else needs to be involved in a solution, without owning those domains. Partners with other IT teams as a peer convener — able to run or co-run cross-team solutioning sessions, not simply attend them. Clearly distinguishes the exploratory/advisory solutioning phase from the committed design phase, so early options-generation is not mistaken for a locked decision. Ability to lead and deliver complex organizational level projects serving as the subject matter expert and delivery method decision development Mentoring & Informal Leadership Elevates other analysts' capability through coaching on approach and technique, without owning or evaluating their performance. Provides input and knowledge improvement areas to Application Manager in regards to technical abilities of Analyst I-III roles. Models the standard for quality of build, documentation, and judgment. Is sought out voluntarily by analysts for guidance, reflecting earned credibility rather than assigned authority. Pairs or shadows with less experienced analysts on complex problems to transfer judgment and knowledge, not just answer questions. Surfaces talent and growth signals to people managers as input, rather than making talent decisions directly. Does not conduct performance reviews, does not assign work or set priorities for other analysts by virtue of the role alone, and does not become a default escalation path or accumulate an informal “team.” Direction-Giving on Projects Defines or co-defines the technical approach and build strategy for projects on which they serve as technical expert based on the operational/clinical requirements of the objective. This position also serves as a key build resource on complex projects. Advises on proposed approaches from other analysts, particularly on complex or ambiguous tasks, and serves as peer reviewer on build, configuration, and design. On smaller efforts without a dedicated project manager assigned, may explicitly hold project-coordination responsibilities (sequencing tasks, tracking timeline, assigning work items, completing status reports) as a distinct, named responsibility layered on top of the technical platform expert role. Task and priority authority over other analysts' work exists only when explicitly holding a named PM role designation for that effort and will inform people manager collaboratively — not automatically as a function of technical seniority. Technical authority is over the approach; it is not authority over the individual. Depth & Breadth of Expertise Maintains implementation-level, hands-on fluency (current, not historical) in one to two defined domains of true mastery. Viewed as an informal escalation point for platform questions. Maintains working (not mastery-level) fluency across adjacent systems and integration points connected to their core depth area, sufficient to be a solutioning-partner with other teams. Domain depth and adjacent breadth are defined by the role and validated through hiring and periodic leveling review, rather than from individual tenure or interest. Documentation & Staying Current Documents build decisions and their rationale so institutional reasoning survives staff turnover, and keeps documentation current as systems evolve, utilizing Service Now knowledge base or other leadership approved knowledge repositories that retain versioning. Writes documentation for future readers who were not present for the original decision, and proactively transfers knowledge rather than becoming a single point of knowledge failure. Maintains awareness of industry trends, major vendors, and shifts in the vendor landscape within their assigned domain, using that knowledge to inform documentation, solution recommendations, and roadmap input. Documents vendor roadmaps and emerging technology in their domain, bringing forward potentially relevant tools or approaches unprompted, with a clear point of view distinguishing genuine capability from vendor hype. Roadmap Contribution Provides technical input to managers developing domain or team roadmaps, grounded in vendor release schedules, upcoming features, and emerging trends. Surfaces developments that should factor into prioritization decisions, such as an upcoming platform feature that changes a build-vs-buy calculus, or future feature releases that may impact sequencing. Provides application upgrade maintenance schedule recommendations and cost forecast from vendor roadmap. Proactively seeks opportunities for application rationalization as the features of the domain applications evolve and overlap and brings these opportunities to appropriate managers overseeing these applications. Input is advisory: the manager retains ownership of roadmap decisions, sequencing, and resourcing. The Expert ensures the roadmap is technically informed. AI and AI Tools Uses AI tools actively in their own work (build, testing, documentation, troubleshooting) and models effective, appropriately-verified use for others. Evaluates AI-powered tools and solutions as part of technical solutioning, including build-vs-buy and native-platform-vs-purpose-built tradeoffs, assessing real capability and fit against actual workflow and data. Considers AI-specific risk dimensions (where human review remains required, where errors are costly) as part of any recommendation. Feeds AI-specific technology awareness into the roadmap contribution function, flagging where emerging AI capability should influence a manager's prioritization. Provides recommendation for data foundation required to safely execute AI model deployment and associated operational workflow gaps that may drive errors in AI deployment. Actively helps define monitoring plans for AI-enabled applications, including what should be monitored, acceptable thresholds, review points, escalation paths, and operational gaps or risks that need management attention. The role guides the monitoring design based on technical expertise, but does not need to own day-to-day monitoring unless explicitly assigned. Other Modeled Behaviors Demonstrates composure and clarity under ambiguity, transparency about tradeoffs, and openness to challenge on their own technical judgment. Independently follows through reliably on commitments to advise or investigate, and demonstrates calibrated confidence — comfortable acknowledging the limits of their own expertise. Escalates and discusses platform issues to leaders with recommended resolution and prioritization based on severity. Education Qualifications Bachelors degree in a relevant field (Information Systems, Computer Science, Health Informatics, Health Management, or related) is required. Experience Qualifications 8+ years of progressively responsible experience in healthcare applications/IT, including demonstrated hands-on build and configuration experience in one or more core systems (Epic, Workday, Sectra, or other related application) Demonstrated track record of resolving complex, escalated problems that others have been unable to close, with measurable delivery outcomes. Experience partnering across multiple IT teams or portfolio verticals on solution design, without formal authority over those teams. Experience mentoring or informally coaching less experienced staff, without formal people-management responsibility. Required Knowledge, Skills and Abilities Implementation-level, current fluency in one to two defined technical domains, with working fluency across adjacent, connected systems. Demonstrated ability to evaluate and recommend technical solutions and design configuration (including build-vs-buy and platform-native-vs-purpose-built tradeoffs) based on solution merit rather than default. Strong coaching and communication skills, with the judgment to influence without formal authority. Clear judgment regarding when a decision is theirs to make versus when it requires escalation to management or governance. Strong documentation discipline and habits that support knowledge transfer and incorporation into AI tools. Working knowledge of AI-enabled tools relevant to their domain, including the ability to evaluate them critically for real-world fit and monitoring methods. Ability to demonstrate continuing education to remain relevant within associated domain and industry direction. Preferred Knowledge, Skills and Abilities Prior experience acting as a technical lead or informal project coordinator on smaller initiatives without a dedicated project manager. Experience contributing technical input to departmental or team roadmap planning. Familiarity with evaluating AI/automation solutions in a healthcare or enterprise IT context. These principles apply to ALL employees: SHC Commitment to Providing an Exceptional Patient & Family Experience Stanford Health Care sets a high standard for delivering value and an exceptional experience for our patients and families. Candidates for employment and existing employees must adopt and execute C-I-CARE standards for all of patients, families and towards each other. C-I-CARE is the foundation of Stanford’s patient-experience and represents a framework for patient-centered interactions. Simply put, we do what it takes to enable and empower patients and families to focus on health, healing and recovery. You will do this by executing against our three experience pillars, from the patient and family’s perspective: Know Me: Anticipate my needs and status to deliver effective care Show Me the Way: Guide and prompt my actions to arrive at better outcomes and better health Coordinate for Me: Own the complexity of my care through coordination Equal Opportunity Employer Stanford Health Care (SHC) strongly values diversity and is committed to equal opportunity and non-discrimination in all of its policies and practices, including the area of employment. Accordingly, SHC does not discriminate against any person on the basis of race, color, sex, sexual orientation or gender identity and/or expression, religion, age, national or ethnic origin, political beliefs, marital status, medical condition, genetic information, veteran status, or disability, or the perception of any of the above. People of all genders, members of all racial and ethnic groups, people with disabilities, and veterans are encouraged to apply. Qualified applicants with criminal convictions will be considered after an individualized assessment of the conviction and the job requirements. Base Pay Scale: Generally starting at $74.73 - $99.04 per hour The salary of the finalist selected for this role will be set based on a variety of factors, including but not limited to, internal equity, experience, education, specialty and training. This pay scale is not a promise of a particular wage.