Director, HR Transformation & Technology

Job description

Imagine working at the forefront of innovation in fluid-flow technology, with colleagues across the globe, and contributing to a legacy of excellence that spans eight manufacturing facilities on four continents. Armstrong Fluid Technology is a leader in HVAC sector specializing in industrial pump solutions. We are a community of the brightest and most creative minds, driven by a shared mission to engineer the future and safeguard our planet. As a member of our team, you'll dive into an environment that encourages learning and boundary-pushing every day. You'll be part of an agile and dynamic workplace where today's solutions are built for tomorrow's challenges. The Director of HR Transformation & Technology is a strategic role responsible for advancing the organization’s HR transformation agenda. This position provides enterprise leadership for HR transformation programs, technology strategy, process optimization, and digital enablement, ensuring initiatives are aligned with business priorities and deliver measurable organizational value. This role serves as the primary program and project management leader for major HR transformation initiatives, establishing the governance, structure, discipline, and accountability required to move complex initiatives from strategy through implementation and sustained adoption. Working in close partnership with HR leadership, Centers of Excellence, HR Business Partners, Information Technology, Finance, Operations, business leaders, and external partners, the Director will modernize HR processes and technology, strengthen HR service delivery, and improve the employee and manager experience. Success in this role requires a strong combination of HR functional expertise, technology acumen, transformation leadership, program management discipline, and the ability to influence and align stakeholders across the organization. Key Responsibilities HR Transformation & Program Management • Lead the planning, governance, and execution of enterprise HR transformation programs and strategic initiatives from initial concept through implementation, stabilization, and benefits realization. • Translate HR strategy and business priorities into structured transformation roadmaps, programs, and implementation plans • Establish robust program and project governance, including scope, milestones, deliverables, resources, dependencies, risks, decision rights, and success measures • Manage a portfolio of concurrent HR transformation initiatives, ensuring appropriate prioritization, resource allocation, and alignment with organizational objectives • Lead cross-functional project teams involving HR, IT, Finance, Operations, business leaders, consultants, and external partners • Establish consistent project management methodologies, tools, standards, and reporting practices across strategic HR initiatives • Proactively identify program risks, interdependencies, and barriers and drive timely decisions and resolution • Provide clear, concise executive-level reporting on program status, key milestones, risks, financial performance, decisions, and business outcomes • Embed change management into transformation initiatives through effective stakeholder engagement, communication, training, adoption, and sustainability strategies • Establish and track measures to ensure transformation initiatives deliver intended improvements in employee experience, HR effectiveness, process efficiency, data quality, and business performance HR Technology Center of Excellence • Establish and lead the HR Technology Center of Excellence, providing strategic direction, governance, standards, and functional leadership for the organization's HR technology ecosystem • Develop and maintain a multi-year HR technology strategy and roadmap aligned with HR priorities, business requirements, and the broader enterprise technology strategy • Serve as the senior HR functional leader for HR technology platforms, applications, and digital capabilities. • Partner closely with IT to align HR functional requirements with technology architecture, integrations, cybersecurity, data governance, support models, and enterprise standards • Establish effective governance for technology investments, system enhancements, configuration changes, integrations, releases, testing, and ongoing optimization • Implement a disciplined intake, evaluation, prioritization, and delivery process for HR technology enhancements and business requirements • Identify opportunities to automate manual processes, simplify workflows, expand employee and manager self-service, and improve the overall digital employee experience • Evaluate emerging HR technologies and capabilities, including artificial intelligence, automation, advanced analytics, and digital employee experience solutions • Lead HR technology implementations, upgrades, integrations, optimization initiatives, and vendor transitions as appropriate • Provide strategic oversight of HR technology vendors and implementation partners, ensuring performance against contractual commitments, service expectations, project deliverables, and business outcomes • Ensure appropriate controls are maintained to support HR data integrity, privacy, security, compliance, and effective system governance HR Process Optimization & Operating Model • Partner with HR Centers of Excellence and HR Business Partners to evaluate and redesign HR processes across the employee lifecycle • Lead efforts to standardize, simplify, automate, and scale HR processes while improving service quality and the employee and manager experience • Facilitate process mapping, requirements definition, future-state design, gap analysis, and implementation planning • Apply a process-first approach to technology decisions, ensuring technology enables efficient and effective processes rather than automating unnecessary complexity • Support the continued evolution of the HR operating model, including roles and responsibilities, service delivery, workflows, governance, and decision rights • Establish continuous improvement disciplines and performance measures for HR processes, technology, and service delivery HR Data, Analytics & Digital Enablement • Partner with HR leadership and key stakeholders to strengthen HR data quality, reporting, analytics, and workforce decision-making capabilities • Establish appropriate standards and governance for HR technology data, reporting, and analytics • Enable the development and evolution of HR dashboards, workforce analytics, and executive reporting capabilities • Identify and advance opportunities to leverage AI, automation, and digital solutions to increase HR productivity and organizational effectiveness • Drive adoption and effective utilization of HR technology across HR, managers, and employees • Promote data-driven decision-making by improving access to timely, accurate, and actionable workforce insights Leadership & Stakeholder Management • Serve as a strategic advisor to senior HR leadership on HR transformation, technology strategy, process optimization, digital enablement, and emerging capabilities • Build strong partnerships across HR, IT, Finance, Operations, and other business functions to ensure alignment and successful execution of transformation priorities • Translate complex business and HR requirements into clear process, technology, and implementation strategies • Influence senior stakeholders, facilitate effective decision-making, and build alignment across functions and organizational levels • Provide leadership and direction to internal team members, project resources, consultants, vendors, and implementation partners • Build organizational capability in transformation management, project management, HR technology, process improvement, and change management • Foster a culture of innovation, accountability, continuous improvement, and disciplined execution Qualifications • Bachelor's degree in Human Resources, Business Administration, Information Systems, Technology, or a related discipline • Master’s degree or MBA preferred • 10+ years of progressively responsible experience in HR transformation, HR technology, program/project management, HR operations, or related disciplines • Experience leading HR technology implementations, integrations, upgrades, optimization initiatives, or digital transformation programs • Project Management Professional (PMP), Agile, Lean/Six Sigma, Change Management, or comparable professional certification • Experience with HR analytics, workflow automation, artificial intelligence, digital employee experience platforms, or emerging HR technologies • Strong understanding of HR technology ecosystems, HCM platforms, integrations, and digital HR capabilities • Strong working knowledge of HR processes, HR technology platforms, and HR service delivery models • Demonstrated experience managing large-scale global programs with multiple workstreams, dependencies, stakeholders, and competing priorities • Proven ability to influence, communicate, and build credibility with senior leaders and cross-functional stakeholders. • Demonstrated ability to translate strategy into executable plans and deliver measurable business outcomes • Ability to balance strategic leadership with hands-on execution when required