Manager, HR Technology

Kids Are Our Everything.

Department

Pay Range

The Manager, HR Technology is responsible for the strategy, optimization, and ongoing management of the organization's HR technology environment, with a primary focus on Workday HCM. This role develops and executes the HR technology roadmap, leads system optimization and transformation initiatives, and ensures HR technology effectively supports organizational priorities, HR processes, employee experience, and data-driven decision-making.

The Manager serves as a key liaison between HR, IT, and business stakeholders, translating business requirements into scalable technology solutions. The role provides functional leadership across Workday capabilities, including Core HCM, Talent Management, Compensation, Benefits, and Absence, while maintaining a hands-on role in resolving complex issues and advancing HR technology capabilities.

Minimum Education
Bachelor's degree in human resources, Business Administration, Information Systems, or related field. (Required)

Minimum Work Experience
8 years of experience (Required)

5 years of experience in implementing, configuring, and supporting Workday HCM modules (Required)

3 years of experience leading teams, projects and/or programs. (Required)

Required Skills/Knowledge
Knowledge of core HR processes, talent management, compensation, and benefits administration within the Workday platform.

Experience leading Workday HCM projects and driving organizational change initiatives.

Strong analytical, problem-solving, and decision-making skills.

Excellent communication and interpersonal skills with the ability to interact effectively with stakeholders at all levels.

Proven leadership abilities with experience managing teams and driving results in a dynamic environment.

Ability to prioritize workload, meet deadlines, and manage multiple tasks simultaneously.

Familiarity with Workday Report Writer, Calculated Fields, and EIBs preferred.

Required Licenses and Certifications
Workday HCM certification or equivalent experience (Required)

Functional Accountabilities

• Lead the strategic planning, implementation, and ongoing optimization of Workday HCM modules
• Manage system enhancements, upgrades related to Workday HCM modules, ensuring alignment with organizational goals.
• Provide expert guidance and support to resolve complex issues and optimize Workday HCM functionality.

• Supervise HRIS analyst and/or senior individual contributors, providing coaching, performance management, development planning, and guidance to support team effectiveness.

• Develop and implement best practices, standards, and policies for the use of Workday HCM modules across the organization.
• Ensure compliance with relevant regulations and laws governing HR processes and data management.
• Lead training sessions and provide ongoing support to end-users on Workday HCM functionality.
• Stay abreast of industry trends and emerging technologies related to Workday HCM to drive innovation and process improvements.
• Collaborate with vendors, consultants, and internal IT teams to address technical challenges and optimize system performance.
• Serve as a subject matter expert and trusted advisor on Workday HCM matters to senior leadership and stakeholders.

• Promote a collaborative, inclusive, customer-focused team culture that encourages accountability, continuous learning, and operational innovation.
• Perform additional duties as assigned.

Benefits That Support You:

• Comprehensive health coverage, including medical, prescription, infertility, and transgender health services.
• Generous paid time off, including vacation accrual from day one, sick leave, holidays, and a personal day.
• Financial wellness support, including a 401(k) plan and healthcare and dependent care spending accounts.
• Employer-paid life, AD&D, and long-term disability coverage, with optional supplemental plans.
• Additional perks, including tuition assistance, fitness resources, employee assistance, commuter benefits, and more.

Why Join Us:

• Nationally Recognized Excellence - Consistently ranked among the Top 10 Children's Hospitals in the nation by U.S. News & World Report.
• Leading Pediatric Care - One of the largest and most comprehensive children's hospitals in the country, offering nationally ranked specialties and cutting-edge treatments.
• Innovation & Research - A premier academic medical center with a strong commitment to pediatric research, education, and advancing the future of child health.
• Mission-Driven Culture - Dedicated to providing family-centered care while fostering a collaborative, supportive environment for clinical teams.

The disclosed salary range includes the minimum and maximum rates within which Children's National believes an individual's base pay rate will fall for this position. It is not typical for an individual to be hired at or near the maximum of the pay range. The exact pay rate for this position will be based on a variety of factors in alignment with the Children's National compensation philosophy. These factors are legitimate and non-discriminatory including, but not limited to, the current market conditions; organizational needs; the individual's combination of prior work experience, level of education, knowledge, skills, and other qualifications. Children's National is committed to providing a fair and competitive total rewards package to each of our employees. This base salary range does not include our comprehensive benefits package or any additional compensation for which this position may be eligible.

Childrens National Hospital is an equal opportunity employer that evaluates qualified applicants without regard to race, color, national origin, religion, sex, age, marital status, disability, veteran status, sexual orientation, gender, identity, or other characteristics protected by law. The "Know Your Rights" poster is available here: and the pay transparency policy is available here:Know Your RightsPay Transparency Nondiscrimination Poster.

Please note that it is the policy of Children's National Hospital to ensure a "drug-free" work environment: a workplace free from the illegal use, possession or distribution of controlled substances (as defined in the Controlled Substances Act), or the misuse of legal substances, by all staff (management, employees and contractors). Though recreational and medical marijuana are now legal in the District of Columbia, Children's National and its affiliates maintain the right, in accordance with our policy, to enforce a drug-free workplace, including prohibiting recreational or prescribed marijuana.