This role is responsible for stabilizing, designing, and evolving Healthfirst’s HR technology ecosystem so it operates as an integrated, reliable, and scalable foundation for HR service delivery and workforce decision-making. The position owns end-to-end integration design, system interoperability, and data flow across HR platforms, while ensuring alignment with HR processes and business outcomes. This includes ownership of the full integration layer across HR and direct involvement in resolving integration issues, improving system behavior, and reducing manual work across HR operations. As one of the few roles with deep integration and architecture capability, this position will play a critical role in addressing current gaps in system configuration, data consistency, and cross-system functionality, while building the long-term foundation required for scalability, analytics, and efficiency. This is a hybrid role which consists of reporting to our 100 Church Street, NYC office on Tuesdays, Wednesdays & Thursdays.
Key Responsibilities
1. Integration Ownership & Architecture (PRIMARY)
Define and own end-to-end HR system integration architecture across:
Workday
vendor platforms (benefits, LOA, learning, etc.)
case management systems (HRA, ServiceNow)
Design and document data flows, integration patterns, and system dependencies
Partner with IT to design and implement APIs and system-to-system connections
Establish integration standards, patterns, and best practices
2. System Configuration & Workflow Alignment
Partner with HR Technology to define and influence system configuration to ensure:
Identify and correct configuration issues that drive manual work, errors, or confusion
Ensure system behavior supports standardized processes across onboarding, LOA, and case management
3. System Interoperability & Data Flow Management
Ensure HR systems function as a cohesive ecosystem rather than siloed tools
Define what data should flow, when, and how across systems
Validate that integrations support core business processes (onboarding, payroll, compliance, etc.)
Eliminate duplicate data entry and manual handoffs across systems
4. Integration Monitoring & Reliability
Establish monitoring, alerting, and health tracking for key integrations
Define and track integration performance metrics (success rate, latency, failure rate)
Proactively identify and resolve issues before they impact HR operations
5. Issue Resolution & System Stabilization
Own resolution of integration and data issues end-to-end
Perform root cause analysis and implement permanent fixes (not workarounds)
Reduce recurring issues, manual corrections, and system-driven rework
6. Data Architecture & Integrity
Define and enforce HR data standards, including:
system of record
data ownership
data definitions
Ensure consistency between:
Partner with People Analytics and enterprise data teams to align HR data with broader data architecture (e.g., Lakehouse strategy)
7. Demand Reduction & Operational Efficiency
Identify system and integration issues that drive unnecessary HR demand
Improve system usability, workflow clarity, and data quality to reduce case volume and escalations
Enable self-service and first-contact resolution through improved system design
8. Vendor Technical Coordination
Serve as primary technical liaison across HR vendors, IT, and internal stakeholders
Ensure vendors are accountable for integration performance and outcomes
Coordinate resolution of cross-system issues involving multiple vendors
9. Governance & Documentation
Establish and maintain documentation of:
system integrations
data flows
system dependencies
Define ownership, SLAs, and escalation paths for integrations
Support governance processes that prevent system fragmentation and duplication
10. Team Development & Capability Building
Lead and develop a small HR Technology team (1–2 specialists), elevating capability across:
Assess current team skill levels and define a clear capability development plan aligned to future-state needs
Establish standards for:
Provide hands-on coaching and guidance, balancing direct execution with team development
Define clear roles, responsibilities, and expectations for the team to support a more structured and scalable operating model
Build foundational capability within HR Technology to reduce dependency on IT and external consultants over time
Qualifications
Must Have (Critical)
Bachelor's degree from an accredited institution and/or relevant HR technology, systems integration or enterprise applications experience
7–10+ years in HR technology, systems integration, or enterprise applications
Deep understanding of HR systems (Workday required)
Strong experience with:
Proven ability to diagnose and resolve complex system and data issues
Experience working in multi-system environments (15+ systems / vendors)
Strong ability to translate business needs into technical solutions
Experience leading and developing teams
Preferred
Experience in healthcare or regulated environments
Experience working with enterprise data architecture or data warehouse platforms
Experience supporting HR service delivery or HR operations environments
Experience in Agile or scaled Agile environments
Hiring Range*:
Greater New York City Area (NY, NJ, CT residents): $122,900 - $188,020
All Other Locations (within approved locations): $105,100 - $160,480
As a candidate for this position, your salary and related elements of compensation will be contingent upon your work experience, education, licenses and certifications, and any other factors Healthfirst deems pertinent to the hiring decision.
In addition to your salary, Healthfirst offers employees a full range of benefits such as, medical, dental and vision coverage, incentive and recognition programs, life insurance, and 401k contributions (all benefits are subject to eligibility requirements). Healthfirst believes in providing a competitive compensation and benefits package wherever its employees work and live.
- The hiring range is defined as the lowest and highest salaries that Healthfirst in “good faith” would pay to a new hire, or for a job promotion, or transfer into this role.
105100-160480
