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Agent guide: [/agents.md](https://www.wearedevelopers.com/agents.md). --- # Vice President, Global HR Technology & People Platforms - **Company:** Vantage Data Centers, LLC - **Location:** Denver, CO, United States (Remote available) - **Experience:** Expert - **Salary:** $250,000.0 - $275,000.0 - **Contract:** Permanent contract - **Skills:** Artificial Intelligence, Information Systems, Data Governance, Human Resources Information System (HRIS), HR Analytics, Knowledge Management, Systems Integration, Workday HCM, Advanced Reports, Generative AI, HR Software, Deployment Automation, Core HR, Workday - **Published:** September 5, 2026 - **Apply:** https://startup.jobs/vice-president-global-hr-technology-people-platforms-global-vantage-data-centers-8718112 ## About the Role * 10-15+ years of progressive experience in HRIS, HR Technology, or People Systems leadership roles * Familiarity with AI-enabled HR technologies and experience integrating automation, intelligent workflows, or emerging AI capabilities into business processes while maintaining appropriate governance and data privacy standards. * Deep, hands-on expertise with Workday HCM, including configuration, reporting, and module integration * Proven experience leading HRIS teams in complex, multi-site, or global organizations * Strong understanding of HR processes across core HR, compensation, benefits, talent, and payroll integrations * Experience managing large-scale system implementations, upgrades, or transformations * Strong stakeholder management skills across HR, IT, Finance, and executive leadership * Demonstrated ability to translate business needs into scalable system solutions * Bachelor's degree required; advanced degree in HR, Information Systems, or related field preferred * Experience with data governance, HR compliance, and systems controls Preferred * Experience with advanced Workday capabilities (e.g., Advanced Reporting, Security, Integrations) * Experience deploying or scaling AI-enabled capabilities within Workday or the broader HR technology ecosystem. * Familiarity with generative AI, agentic workflows, and emerging technologies supporting employee experience, service delivery, and workforce analytics. * HR Shared Services and Service Delivery Platform experience * Experience in high-growth or rapidly scaling organizations * Strong HR analytics / people data experience * Experience leading cross-functional transformation (HR + IT + Finance) * Change management and stakeholder communication expertise ## Description This role can be based in Denver, CO following our flexible work policy (3 days in-office, 2 days flexible), or remote, US. The VP, Global HR Technology & People Platforms is the enterprise product owner for Vantage's People technology ecosystem, responsible for transforming Workday and a new HR Service Delivery Platform into a scalable, intelligent operating system for workforce planning, talent deployment, and employee experience. Reporting to the Chief People Officer, this role will define and execute the strategy to: * Embed end-to-end people processes into Workday (planning * hiring * development * mobility * promotion * backfill) * Stand up a new HR Service Delivery Platform as the global service delivery layer * Enable a closed-loop talent flywheel that prioritizes internal mobility, improves workforce productivity, and links talent decisions to business demand This leader will operate as a product executive, not just a systems owner, driving process standardization, automation, data governance, and AI enablement across HR, Finance and IT to delivery measurable business outcomes., * Own the global People Technology strategy and roadmap across Workday, HR Service Delivery platform, and adjacent systems * Position: Workday as the system of execution for workforce and talent decisions and HR Service Delivery platform as the employee service and experience layer * Ensure platforms are designed as connected products, not siloed tools 2. End-to-End People Process Architecture (Core of the Role) * Design and implement integrated, end-to-end people workflows, including: workforce planning * requisition * hiring * mobility * promotion * backfill * Translate workforce demand (Adaptive planning) into approved roles, hiring actions and internal mobility opportunities * Embed decision logic and automation, including internal vs external hiring ("build vs buy"), promotion and lateral movement rules and compensation triggers aligned to job architecture * Drive global standardization of people processes 3. Talent Flywheel & Internal Mobility Engine * Build and operationalize a closed-loop talent flywheel: demand * match * move * backfill * repeat * Leverage: performance data, succession plans, skills taxonomy * Enable internal-first hiring and talent deployment strategies * Ensure seamless orchestration of recruiting, succession, promotions and workforce planning 4. HR Service Delivery & Employee Experience Layer * Implement and scale a global HR Service Delivery platform * Define and optimize service catalog & case taxonomy, knowledge management, employee and manager self-service * Drive AI-enabled service delivery (case deflection, virtual agents) * Align service delivery to shared services operating model 5. Data, Architecture & Enabling Foundations * Ensure foundational capabilities are designed and embedded: job architecture (job families, levels), taxonomy and mapping skills, compensation structures and bands, career pathways (as needed) * Enable these to support: workforce planning, talent matching, compensation decisions 6. AI, Automation & Innovation * Identify and deploy AI-enabled capabilities, including talent matching and recommendations, service automation and case resolution * Ensure responsible AI governance, data privacy, and compliance * Drive measurable productivity and efficiency gains 7. Execution, Delivery & Scale * Own global HR technology delivery: releases, integrations, enhancements * Lead multi-region transformation programs * Ensure platforms scale with business growth and complexity, HR technology is a critical lever for growth, not just an operational support function. It determines whether the organization can deploy talent against business demand with speed, precision, and consistency at scale. This role ensures our platforms evolve into an integrated system of execution-providing trusted data, enabling automation, and embedding decision logic directly into our people processes. The outcome is a more agile organization where hiring, movement, and workforce decisions are faster, smarter, and more aligned to business priorities, while delivering consistent and scalable employee experience globally. HRIS is a foundational enabler of scale, efficiency, and workforce visibility. It determines whether the organization can effectively hire, manage, and pay talent at speed and at scale. This role ensures HR systems evolve in step with business growth, providing accurate, trusted data for decision-making while enabling efficient, automated, and consistent HR service delivery across the employee lifecycle. Ultimately, it ensures that Workday and the broader HR technology ecosystem deliver measurable business value through strong governance, reliability, and operational control. Physical Demands and Special Requirements The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. ## Related Videos - [HR Tech and AI Trends and Where You Can Start](https://www.wearedevelopers.com/videos/1468-hr-tech-and-ai-trends-and-where-you-can-start) - [Empowering People in a Digital World: HR’s Next Big Chapter](https://www.wearedevelopers.com/videos/1813-empowering-people-in-a-digital-world-hr-s-next-big-chapter) - [Destigmatizing the Workplace: Building Real Inclusion](https://www.wearedevelopers.com/videos/1492-destigmatizing-the-workplace-building-real-inclusion) - [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) - [How Trust, Healthy Tension, and Sustainable Culture Shape the Future of Work](https://www.wearedevelopers.com/videos/1711-how-trust-healthy-tension-and-sustainable-culture-shape-the-future-of-work) - [WeAreDevelopers LIVE - How DevRel Makes Tech More Human](https://www.wearedevelopers.com/videos/2149-wearedevelopers-live-how-devrel-makes-tech-more-human) ## 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) - [Coffee with Developers - Maria Apazoglou - Making AI understandable for all in production](https://www.wearedevelopers.com/magazine/475-coffee-with-developers-maria-apazoglou-making-ai-understandable-for-all-in-production) - [What Industries Outside of AI Are Hiring The Most AI Experts?](https://www.wearedevelopers.com/magazine/98-what-industries-outside-of-ai-are-hiring-the-most-ai-experts) - [Navigating the AI Shift](https://www.wearedevelopers.com/magazine/629-navigating-the-ai-shift) - [Best US AI Conferences for CTOs in 2026: Build vs. Buy, Vendor Evaluation, and Peer Intelligence](https://www.wearedevelopers.com/magazine/736-best-us-ai-conferences-for-ctos-in-2026-build-vs-buy-vendor-evaluation-and-peer-intelligence)