As one of the world’s leading independent global investment firms, Invesco is dedicated to rethinking possibilities for our clients. By delivering the combined power of our distinctive investment management capabilities, we provide a wide range of investment strategies and vehicles to our clients around the world. If you're looking for challenging work, intelligent colleagues, and exposure across a global footprint, come explore your potential at Invesco.
Our people are at the very core of our success. Invesco employees get more out of life through our comprehensive compensation and benefit offerings including:
Flexible paid time off
Hybrid work schedule
401(K) matching of 100% up to the first 6% with a discretionary supplemental contribution
Health & wellbeing benefits
Parental Leave benefits
Employee stock purchase plan
We are looking for a Senior Manager, HR Technology, who sits at the intersection of people, process, and technology. This is a strategic technology leadership role focused on designing, delivering, and operating the HR technology ecosystem that enables our people strategy.
This role requires understanding of the technology ecosystem supporting the employee base and a core understanding of HR processes to ensure investments are made in the right areas to drive employee experience.
You will partner with HR and enterprise technology teams to ensure our platforms are well-architected, integrated, secure, and reliable, supporting all HR and related operations.
This role blends strong technical fluency with a deep understanding of HR processes and a collaborative, consultative mindset.
If you’re excited about solving complex problems, connecting platforms like Workday and ServiceNow with HR portals, and translating HR priorities into scalable technical solutions, we’d love to meet you.
About the Team:
You’ll join a strategic, high-impact HR Technology team that sits at the intersection of people, process, and technology. This team is responsible for designing, delivering, and operating the full HR tech ecosystem—powering everything from recruiting and onboarding to payroll, learning, and employee experience.
Working closely with HR, IT, and external partners, the team ensures platforms like Workday and ServiceNow are not only running smoothly, but are well-integrated, secure, and built to scale. They play a key role in shaping how technology enables the broader people strategy—translating business needs into smart, practical solutions that improve how employees interact with HR systems every day.
Responsibilities of the Role:
Deliver HR priorities and roadmap initiatives through strong technical architecture, execution discipline, and operational excellence. Be accountable for timelines and budgets for all such initiatives
Own the technical execution and delivery of initiatives that drive HR strategy and roadmap, ensuring platforms are configured, integrated, and optimized
Serve as a strategic thought partner to HR Digital/HRIS, contributing technical insight, feasibility considerations, and architectural guidance to roadmap planning and decision‑making.
Act as the technical subject matter expert on core HR platforms, including Workday and ServiceNow, with accountability for architecture, and configuration standards.
Translate HR and business needs into scalable, secure technology solutions aligned with enterprise architecture standards, partnering closely with HR and cross-functional stakeholders.
Partner with HR to identify technology‑enabled opportunities to improve HR workflows and the employee experience, providing guidance on solution options and tradeoffs. Manage the broader HR tech stack, which may include tools across recruiting and talent acquisition, learning and development (Cornerstone, LinkedIn Learning, Degreed), performance and engagement (Glint), total rewards and payroll (SD Works, ADP, HGS), and workforce analytics.
Own the integration strategy across HR systems, including API standards, middleware/iPaaS patterns, monitoring and alerting, error handling, reconciliation controls, and logging.
Manage platform operations and reliability, including incident and problem management, root‑cause analysis, change control, performance monitoring, and operational metrics.
Partner with Security, Privacy and Identity Management teams to ensure HR platforms meet access control, audit, data protection, and regulatory requirements.
Manage vendor relationships with vendors, systems integrators and managed service providers, holding partners accountable for technical quality, delivery and adherence to standards.
Stay current on platform roadmaps, new features, and industry trends to ensure we’re continuously leveling up.
Support HR change and adoption efforts by aligning technical readiness, release timing, and system behavior with desired adoption outcomes.
Ensure data flows reliably and securely across the HR tech ecosystem, governing integrations and maintaining data integrity and quality.
Evaluate and recommend new technologies, including emerging AI-capabilities to enhance HR processes and experiences.
Define and maintain the HR technology reference architecture, including system landscapes, data flows, integration patterns, and technical standards.
Own environment strategy and release coordination for HR platforms, including regression testing approaches and technical cutover planning.
7+ years of experience in HR technology, HRIS or similar enterprise applications in a related function.
Strong platform knowledge of Workday (HCM, Talent, Compensation, or similar modules) and ServiceNow HR Service Delivery or comparable platforms including architecture patterns, configuration governance, integrations and operational support.
Ability to build and lead high performing global teams that are passionate about technology and drive outcomes for our stakeholders and users
Broad familiarity with the wider HR technology landscape. You don’t need to be an expert in every tool, but you should know the players, understand how they connect, and be able to evaluate fit for the organization.
Good understanding of security, privacy and compliance considerations for HR data, including access controls, audit requirements, vendor risk, and data governance
A strong understanding of core HR processes from hire to retire, and how technology can streamline and elevate them.
A genuine passion for employee experience and a user-first mindset when evaluating or implementing solutions.
The ability to think holistically about how the HR tech ecosystem fits together, even if you’re not writing code or building integrations yourself.
Experience leading cross-functional projects and working with both technical and non-technical teams.
Comfortable working with data and using it to tell a story or make a case for change.
Communication: You can translate complex technology concepts into plain language that resonates with HR leaders, business stakeholders, and frontline employees alike. You know how to tailor your message to your audience and can move between strategic conversations and tactical details with ease.
Presentation & Storytelling: You’re a confident and compelling presenter, able to build a narrative around data, technology roadmaps, or business cases that gets people excited and aligned. You know how to make a slide deck work hard without letting it do all the talking.
Relationship Building & Trust: You naturally earn the confidence of the people you work with — whether that’s an HR business partner, a vendor, an IT counterpart, or a senior leader. You follow through on commitments, communicate proactively, and are known for being someone people can count on.
Influence Without Authority: You’re able to drive alignment and momentum across teams and functions even when you don’t have direct authority. You bring people along through clarity, credibility, and genuine collaboration.
Curiosity & Continuous Learning: The HR technology landscape is evolving fast — especially with AI — and you stay ahead of it. You bring fresh ideas to the table and are always looking for ways to do things better.
Change Champion: You understand that technology is only as good as its adoption. You approach change with empathy, patience, and a clear communication plan, helping people feel supported through transitions rather than overwhelmed by them.
Full time
Employee
Yes
Pursuant to Invesco’s Workplace Policy, employees are expected to comply with the firm’s most current workplace model, which as of October 1, 2025, includes spending at least four full days each week working in an Invesco office. This reflects our belief that spending time together in the office helps us build stronger relationships, collaborate more easily, and support each other’s growth and development.
The above information on this description has been designed to indicate the general nature and level of work performed by employees within this role. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this job. The job holder may be required to perform other duties as deemed appropriate by their manager from time to time.
Invesco's culture of inclusivity and its commitment to diversity in the workplace are demonstrated through our people practices. We are proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, creed, color, religion, sex, gender, gender identity, sexual orientation, marital status, national origin, citizenship status, disability, age, or veteran status. Our equal opportunity employment efforts comply with all applicable U.S. state and federal laws governing non-discrimination in employment.
