Puma Energy
Website:
pumaenergy.com
Company:
https://www.linkedin.com/company/puma-energy
Seniority: Not Applicable
Industries: Oil and Gas, Financial Services, and Banking
Job details:
Main Purpose
The HR Technology & Automation Manager is responsible for leading the global HR technology function, encompassing the strategic ownership, configuration, governance, continuous improvement, and roadmap evolution of Workday and the broader HR technology landscape. The role also drives HR process automation and digitalization across the organization — identifying, redesigning, and implementing automation solutions that reduce manual effort, improve data quality, and enhance the employee experience.
Acting as both a strategic and technical leader, this role bridges HR, IT, HRIS, and technology vendors. It manages day-to-day HRIS operations, leads a team of HRIS analysts, and champions the adoption of workflow automation, AI, and digital tools across HR processes.
Primary Job Responsibilities
HR Technology & Workday
- Lead the design, development, configuration, and continuous improvement of Workday and all HRIS functionalities across the organization, including modules, integrations, security, reporting, and enhancements.
- Manage the full lifecycle of HRIS projects: requirements gathering, solution design, testing, deployment, and post-launch support for implementations, upgrades, and system integrations.
- Develop, maintain, and migrate integration solutions between Workday and internal/external systems (Payroll, Finance, Benefits, etc.) using Studio, Cloud Connect, REST/SOAP Web Services, XML, and XSLT.
- Define and enforce HRIS governance frameworks, data standards, access controls, and security configurations to ensure compliance with data privacy regulations and internal policies.
- Monitor system performance and proactively recommend improvements to optimize the reliability, scalability, and efficiency of HR systems.
- Manage the HRIS budget including planning, vendor cost management, and tracking execution against approved budgets aligned with business priorities.
- Stay current on Workday releases, community updates, and the broader HR technology market; assess the impact of new features and lead their adoption where relevant.
- Develop and maintain comprehensive documentation for all HRIS configurations, integrations, and processes.
- Provide expert guidance and training to team members and HR stakeholders on HRIS and Workday best practices.
- Serve as the key integrator between functional HR requirements and technical HRIS delivery; partner closely with HR, Payroll, IT, Finance, and external vendors globally.
- Ensure compliance with industry standards and company policies related to HR data security and privacy.
HR Automation & Process Digitalization
- Own the HR automation agenda: systematically identify repetitive, manual, high-volume, or error-prone HR processes across the function as candidates for automation or digitalization.
- Partner with HR stakeholders to map, redesign, and streamline processes before automating — ensuring automation reinforces best-practice workflows, not inefficient ones.
- Evaluate, recommend, and implement automation solutions including workflow automation tools, RPA, AI-powered capabilities, system integrations, and digital self-service enhancements.
- Leverage AI and intelligent automation tools where appropriate to improve HR data quality, accelerate processing, reduce manual intervention, and enable predictive insights.
- Establish governance standards, prioritization frameworks, and documentation practices for all HR automation initiatives across the organization.
- Define and track impact metrics for automation efforts: efficiency gains, reduction in manual effort, data quality improvements, error reduction, and enhanced employee and manager experience.
- Act as the bridge between HR, IT, HRIS, and technology vendors to ensure alignment on automation strategy, tooling, data security, and architecture.
- Build awareness and capability across the HR team for automated tools and self-service solutions, driving adoption and reducing dependency on manual processing.
- Continuously scan the HR technology landscape for emerging platforms, AI-enabled capabilities, and automation tools that can advance HR digitalization goals.
Qualifications
- Bachelor's degree in Information Technology, Computer Science, Human Resources, or a related field of study.
- Minimum 8 years of HRIS/HR technology experience, with at least 5 years of hands-on Workday expertise including module configuration, integrations, and security (Studio, Cloud Connect, REST/SOAP, XML, XSLT).
- Proven track record leading HRIS teams and delivering global HR technology initiatives in a complex, multi-country environment.
- Demonstrated experience in HR automation, process digitalization, or the implementation of workflow/RPA/AI-enabled solutions within HR.
- Strong understanding of HR processes and data across domains such as Recruiting, Onboarding, Compensation, Payroll, Benefits, and Learning.
- Experience with Workday tenant security configuration, integration architecture design patterns, and ERP integration best practices.
- Excellent analytical thinking, attention to detail, and organizational skills; comfortable managing competing priorities in a fast-paced, agile environment.
- Strong verbal and written communication skills; able to translate technical topics clearly for non-technical HR stakeholders and present confidently at senior levels.
- Experience with software development lifecycle and project management; agile methodology experience is a plus.
- Shows initiative, works independently with minimal supervision, and approaches complex problems creatively with a focus on continuous improvement.
- Exposure to AI tools, process mining, intelligent automation platforms, or digital transformation programs is a strong plus.
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