> Markdown version of [/jobs/ext/1914305-senior-manager-hr-technology-integration-hybrid-ny](https://www.wearedevelopers.com/jobs/ext/1914305-senior-manager-hr-technology-integration-hybrid-ny). Every page supports `.md` or `Accept: text/markdown`. Links point to the HTML versions so they work for humans too. Agent guide: [/agents.md](https://www.wearedevelopers.com/agents.md). --- # Senior Manager, HR Technology & Integration | Hybrid NY - **Company:** Healthfirst - **Location:** New York, NY, United States - **Experience:** Expert - **Salary:** $105,100.0 - $188,020.0 - **Contract:** Permanent contract - **Skills:** Application Programming Interfaces (APIs), Agile Methodology, Application Integration Architecture, System Configuration, Data Architecture, Data Governance, Data Integrity, Data Warehousing, Document-Oriented Databases, Middleware, HR Analytics, Interoperability, Data Streaming, Systems Integration, Enterprise Software Applications, Zapier, HR Software, Workday, Mulesoft, Servicenow - **Published:** August 4, 2026 - **Apply:** https://www.indeed.com/viewjob?jk=52df4eb12bed9b04 ## About the Role 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: + APIs + integrations + middleware (Workato, MuleSoft, etc.) * 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 ## Description 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: + workflows align with HR processes + required data is captured consistently * 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: + HR systems + vendor systems + reporting/data environments * 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: + system configuration + integration support + data quality and validation * Assess current team skill levels and define a clear capability development plan aligned to future-state needs * Establish standards for: + system configuration discipline + data integrity + issue resolution + documentation * 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 ## Related Videos - [Why make use of an integration platform in today's software developments and infrastructure?](https://www.wearedevelopers.com/videos/758-why-make-use-of-an-integration-platform-in-today-s-software-developments-and-infrastructure) - [What if your HR software adapted to you, not the other way around?](https://www.wearedevelopers.com/videos/100259-what-if-your-hr-software-adapted-to-you-not-the-other-way-around) - [Destigmatizing the Workplace: Building Real Inclusion](https://www.wearedevelopers.com/videos/1492-destigmatizing-the-workplace-building-real-inclusion) - [HR ROBO SAPIENS: Decoding AI Agents and Workflow Automation for Modern Recruitment](https://www.wearedevelopers.com/videos/1470-hr-robo-sapiens-decoding-ai-agents-and-workflow-automation-for-modern-recruitment) - [Get Your Stack Together: Building the Right Recruiting Tech](https://www.wearedevelopers.com/videos/1295-get-your-stack-together-building-the-right-recruiting-tech) - [HR Tech: An Essential Ingredient for Tech-Driven Business Transformation](https://www.wearedevelopers.com/videos/1482-hr-tech-an-essential-ingredient-for-tech-driven-business-transformation) ## Related Articles - [Top HR Tech Conferences in 2024](https://www.wearedevelopers.com/magazine/303-top-hr-tech-conferences-in-2024) - [Highest Paying Tech Companies for Developers](https://www.wearedevelopers.com/magazine/220-highest-paying-tech-companies-for-developers) - [The Best Job Search Websites of 2025](https://www.wearedevelopers.com/magazine/368-the-best-job-search-websites-of-2025) - [Is Software Engineering Over-Saturated?](https://www.wearedevelopers.com/magazine/418-is-software-engineering-over-saturated) - [Best Paying Jobs in Technology](https://www.wearedevelopers.com/magazine/256-best-paying-jobs-in-technology) - [Best Companies to work for in London: Top 25 Companies in 2023](https://www.wearedevelopers.com/magazine/187-best-companies-to-work-for-in-london-top-25-companies-in-2023)