Senior Director, HR Systems, Product Owner

Position Summary:

Reporting to the VP, HR Transformation & Total Rewards, the Senior Director, HR Systems, Product Owner provides strategic leadership for the organization's HR technology ecosystem, orchestrating the integration of people, process, and technology to drive workforce effectiveness and organizational agility. This role architects and leads the successful implementation and maintenance of HR Systems (i.e., Workday HCM) and adjacent systems (Learning and Health & Safety solutions), while simultaneously developing the strategic roadmap for future capabilities and vision.

This position requires a rare combination of deep technical expertise and HR domain knowledge to design end-to-end solutions that balance innovation with operational excellence. Responsibilities span strategic planning, enterprise architecture, vendor partnerships, governance frameworks, implementation, leadership, change management, and ongoing ecosystem evolution—all executed through a rigorous project management approach and data-driven decision-making discipline.

The role operates at the intersection of strategy and execution, providing cross-functional consultation to HR leaders, partnering closely with Payroll, Finance, and Digital teams to navigate organizational boundaries with diplomatic precision, and managing complex vendor relationships that require both technical credibility and business acumen.

Primary Accountabilities:

Strategic Transformation & Innovation Leadership

• Develop and maintain multi-year strategic technology roadmaps that align HR capabilities with business strategy, workforce needs, and emerging market trends.
• Architect integrated HR technology ecosystems (e.g., HCM platforms, learning management, health & safety solutions) that enable seamless people, process, and technology transformation.
• Partner with HR leadership to shape fiscal planning, investment prioritization, and business case development for technology initiatives.
• Lead evaluation and selection of enterprise platforms and emerging technologies, balancing innovation potential with organizational readiness and operational stability.
  

Transformation & Implementation Leadership

• Champion enterprise-wide HR transformation initiatives from strategic design through successful adoption, including end-to-end planning, governance, stakeholder engagement, testing, implementation, and organizational change management.
• Lead current platform implementations while simultaneously developing Phase 2 capabilities and future-state vision, ensuring strategic continuity and incremental value delivery.
• Design and execute strategic optimization initiatives (e.g., standardization of business processes, talent workflow redesign) that realize long-term vision while delivering immediate business impact.
• Manage complex data migration strategies, identifying opportunities for process improvement and operational efficiency that enhance overall user experience.
  

Vendor & Partnership Management

• Manage strategic vendor relationships and partnerships, including contract negotiations (within appropriate budgetary responsibilities), performance accountability, roadmap alignment, and escalation to executive levels when required.
• Establish vendor governance frameworks ensuring deliverables are understood, prioritized, and delivered in alignment with organizational needs and quality standards.
  

Ecosystem Governance & System Optimizations

• Serve as enterprise HR Technology SME, ensuring optimal configuration, integration, and continuous evolution of core HR technology platforms and adjacent solutions.
• Oversee ecosystem from a functional perspective, ensuring integration of user experience, business processes, data integrity, analytics capabilities, and cross-platform workflows.
• Support day-to-day operations, continuous improvements and cross-functional collaboration on business process design, data transmission oversight, testing coordination, strategic troubleshooting and collaborations with Digital on all aspects of HR technology.
• Establish data governance standards, analytics frameworks, and decision-support tools that enable HR and business leaders to make strategic, data-informed decisions.
• Maintain comprehensive documentation of enterprise processes and procedures, ensuring knowledge transfer and organizational capability building.
• Identify emerging risks and opportunities within the ecosystem, applying strategic judgment to develop proactive solutions that balance business continuity with innovation.

• Provide guidance on reporting architecture, dashboards, and analytics that deliver actionable business intelligence.

Team Leadership & Capability Development

• Build and lead team, fostering technical excellence, business acumen, and strategic consulting capabilities.
  Mentor and coach team members, developing next-generation transformation leaders who understand business needs, optimize processes, and leverage technology strategically.

• Establish team as trusted strategic advisors across the organization, creating forums for knowledge sharing and building organizational capability in HR technology and innovation.

Cross-Functional Strategic Consultation

• Act as subject matter expert and strategic advisor to business teams, deeply understanding end-user experiences, identifying pain points, and designing solutions that leverage technology and automation to create seamless, human-centered experiences.
• Provide strategic technology consultation to HR leaders and business partners across the enterprise, including direct guidance to peers (e.g., Payroll/Finance/Digital leadership) on solution design, platform strategy, and transformation initiatives.
• Partner closely with cross-functional teams (Payroll, Finance, Digital, IT) to navigate organizational boundaries, align on enterprise priorities, and ensure integrated approach to technology investments.
• Champion employee-first approach to technology decisions, ensuring solutions drive workforce effectiveness, engagement, and organizational agility.
  

Qualifications & Experience:

• Bachelor's Degree in computer science, information systems or related field required.
• Master's degree or advanced certification in technical or business discipline is an asset.
• Diploma in Human Resources Management or related HR discipline demonstrating commitment to bridging technical expertise with HR domain knowledge.
• Minimum 10 years’ progressive experience in HR technology, enterprise systems, integrations, transformation leadership and HRIS Ecosystem management. With 5 years+ experience working in the HCM Workday space and 3 years of HR Systems Architecture
• Solid understanding of HR processes across Core HR, Recruitment, Absence, Benefits, Compensation, Payroll, Learning, Talent Management, and Health & Safety
• Implementation experience on advanced Workday functions (Compensation, Talent, Learning) an Asset
• Experience with Sodales an asset
• Experienced system-oriented thinking with enterprise-wide perspective.
• Proven ability to manage a multi-year strategic technology roadmap, aligned with business objectives, simplifying complex concepts for business and technical specifications.
• Proven track record leading comprehensive organizational change through large-scale system implementations from strategy and engagement to adoption.
• Excellent verbal, written and presentation communication skills.
  

Why join SE Health?

• Competitive Total Rewards
  So much more than a paycheque! Enjoy comprehensive benefits, pension, flexible pay options, car-loan support, housing solutions and exclusive staff perks.
• Flexibility & Belonging
  Thrive with hybrid work, flexible scheduling and a supportive, inclusive culture that puts people first.

• Innovative

  At SE, we are always looking for new, innovative ways to improve. You’ll be encouraged and supported to identify and make improvements to the way we do our work. As a social enterprise, we support research into Senior’s Health and Aging.

• Purpose & Impact
  Join a national social enterprise where your voice matters. Every role helps advance health, spark innovation and strengthen communities across Canada.

• Growth That Meets Your Ambition
  Access tuition support, training and meaningful career pathways across a growing, future-focused organization.

About SE Health

SE Health is a not-for-profit social enterprise advancing health with heart. With 115+ years of impact, we bring hope, happiness and exceptional care to people and communities across Canada. We lead with empathy, dignity and purpose while building a future where everyone can realize their full health and well-being potential. We’re also an inclusive, supportive workplace offering competitive compensation, strong benefits and real opportunities to grow. We’re All In Together.

Accessibility: If you require accommodations due to illness or disability, please contact Talent Acquisition at [email protected].

AI and compensation details: We use AI to take notes during our interview. All applications and interviews are reviewed by our Talent Acquisition team. This role is a new addition. The total target compensation for this position is $134,000 - $167,000. The compensation offered is determined based on the successful candidate’s relevant experience, skills, and competencies, taking into consideration internal equity.