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

• 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.