AVP, People & Culture Technology and Enablement

Accountabilities:: Develop and execute an enterprise People & Culture technology roadmap aligned with organizational, workforce, and business priorities. Partner closely with executive People & Culture leadership on key initiatives, organizational priorities, outcomes, and strategic decisions. Lead the governance, optimization, security, and continuous improvement of People & Culture technology platforms, including HRIS, talent, recruiting, learning, performance, rewards, and workforce planning solutions. Ensure People & Culture systems, processes, and data practices meet regulatory, privacy, security, risk, and internal control requirements. Design and improve end-to-end People & Culture processes, workflows, service delivery models, and operating metrics to strengthen operational effectiveness. Drive standardization, simplification, automation, and process redesign to improve efficiency and service delivery. Establish strong workforce data quality and governance practices, along with reporting, dashboards, and analytics that provide actionable insights for leaders, regulators, and the Board. Partner with People Business Partners and senior leaders to translate workforce data and insights into talent, organizational, and business recommendations. Identify and implement automation, AI, and digital solutions that improve productivity, decision-making, and employee experience. Lead cross-functional transformation, technology adoption, and change management initiatives that modernize People & Culture capabilities. Lead and develop team members while managing external vendors, project priorities, budgets, contracts, and implementation activities. Travel up to 10% of the time, including overnight and out-of-state travel. Perform other related duties as assigned. Requirements: Bachelor’s degree or equivalent combination of education and professional experience; a master’s degree is preferred. 10+ years of progressive experience in Human Resources, HR Technology, HR Operations, People Analytics, or related functions. At least 5 years of experience leading and managing teams. Demonstrated experience leading HRIS, workforce analytics, process improvement, automation, or digital transformation initiatives. Experience managing complex cross-functional programs and relationships with senior stakeholders. Experience supporting executive leadership, Board reporting, or regulatory reporting is preferred. Experience in financial services or another highly regulated industry is preferred. Strategic mindset with the ability to connect technology, workforce strategy, and business priorities. Strong results orientation with the ability to establish priorities, manage complexity, and deliver outcomes. Excellent planning, alignment, communication, and stakeholder-management skills. Strong employee-experience focus and ability to design solutions around workforce needs. Collaborative leadership style with the ability to build effective relationships across functions and organizational levels. Demonstrated ability to cultivate innovation while maintaining appropriate governance, security, compliance, and operational discipline. Benefits: Fully remote position in the United States. Salary range of $125,000–$208,000, with individual compensation determined by factors including experience, qualifications, skills, and location. Eligibility for an annual performance-based incentive opportunity. Comprehensive health insurance benefits for eligible employees. 401(k) retirement benefits. Life insurance. Disability benefits. Paid time off. Additional benefits may be available as part of the comprehensive employee benefits package. Inclusive workplace committed to equal employment opportunities and welcoming individuals with diverse backgrounds, experiences, abilities, and perspectives. Reasonable accommodations may be available for qualified applicants with disabilities.