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New York, New York, United States
Hybrid
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:
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
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:
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
WE ARE AN EQUAL OPPORTUNITY EMPLOYER. HF Management Services, LLC complies with all applicable laws and regulations. Applicants and employees are considered for positions and are evaluated without regard to race, color, creed, religion, sex, national origin, sexual orientation, pregnancy, age, disability, genetic information, domestic violence victim status, gender and/or gender identity or expression, military status, veteran status, citizenship or immigration status, height and weight, familial status, marital status, or unemployment status, as well as any other legally protected basis. HF Management Services, LLC shall not discriminate against any disabled employee or applicant in regard to any position for which the employee or applicant is otherwise qualified.
If you have a disability under the Americans with Disability Act or a similar law and want a reasonable accommodation to assist with your job search or application for employment, please contact us by sending an email to careers@Healthfirst.org or calling 212-519-1798 . In your email please include a description of the accommodation you are requesting and a description of the position for which you are applying. Only reasonable accommodation requests related to applying for a position within HF Management Services, LLC will be reviewed at the e-mail address and phone number supplied. Thank you for considering a career with HF Management Services, LLC.
All hiring and recruitment at Healthfirst is transacted with a valid “@healthfirst.org” email address only or from a recruitment firm representing our Company. Any recruitment firm representing Healthfirst will readily provide you with the name and contact information of the recruiting professional representing the opportunity you are inquiring about. If you receive a communication from a sender whose domain is not @healthfirst.org, or not one of our recruitment partners, please be aware that those communications are not coming from or authorized by Healthfirst. Healthfirst will never ask you for money during the recruitment or onboarding process.
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.
