Director, HR Technology

Location: San Jose, Camarillo, Irvine, or San Diego, CA (hybrid)

Job Summary:

As a leader and part of the Semtech Human Resources Leadership Team, the Director, HR Technology will play a key role in setting the strategic vision and roadmap for the HR systems landscape in the Americas.

The Director of HR Technology will partner across HR, IT, and the global HRIS team to ensure HR systems support, growth, and scalability while enhancing the employee/manager experience. They will do this through leadership of a local team as well as through leading regional HR system initiatives.

Responsibilities:

• Responsible for driving, championing, and executing initiatives which support the transformation of the Semtech landscape. This role will understand current business processes, future state goals, and system functionality to identify solutions and execute change.
• Manage the portfolio of HR system applications and projects: synchronize projects and their interdependencies; coordinate resource capacity and availability; facilitate transitions from projects to operations; identify barriers to change and drive organizational change.
• Innovates and continuously optimizes Workday and other HR applications to fit business needs.
• Serves as a key AI Champion of the HR function helping to set AI strategy and development of the HR team’s skillsets.
• Leverages all HR systems to provide meaningful data and analytics.
• Take operational responsibilities for HR tickets solving, HRIS training curricula creation and roll out.
• Ensure relationship management with the other functions stakeholders to identify and manage risks and dependencies.
• Handle and raise project risks and issues as appropriate, establish success metrics for projects and ensure project performance is tracked and measured.
• Periodically review support team and structure to help demand management and capacity planning, utilizing metrics and services delivery standards.
• Provide thought leadership regarding HR technology solutions and strategies for new programs, projects and enhancements to existing solutions.

Minimum Qualifications:

• Bachelor’s degree in business discipline preferred; Master’s degree a plus.
• 10 years HR Technology experience; leading enterprise projects, system maintenance, data/analytics.
• Ability to align HR processes, system functionality, and data governance with departmental/regional vision and goals, specifically as it relates to designing for the employee/manager.
• Familiar with the end-to end employee life cycle process including: Recruiting, Onboarding, Employee master data, Talent, Compensation, Benefits, Payroll, Integration, and Reporting.
• Have (a) managed a Workday shop for at least 3 years and (b) personally led a complete HRIS implementation (ideally of Workday) or another HRIS system of equal magnitude
• Strong project management and communication skills, including strong agile and design thinking expertise.
• Capability to balance competing priorities and drive projects to completion in a fast-paced environment and sometimes under conditions of ambiguity.
• Expert level Workday experience is required
• Strong communication skills with the ability to communicate across functional and technical partners.
• Creative thinker with a desire to problem solve.
• Ability to lead a team and create a culture of innovation and trust.
• Hands-on and strong results orientation

The intent of this job description is to describe the major duties and responsibilities performed by incumbents of this job. Incumbents may be required to perform job-related tasks other than those specifically included in this description.

All duties and responsibilities are essential job functions and requirements and are subject to possible modification to reasonably accommodate individuals with disabilities.

We are proud to be an EEO employer M/F/D/V. We maintain a drug-free workplace.

A reasonable estimate of the pay range for this position is $180,000- $222,000.  There are several factors taken into consideration in determining base salary, including but not limited to: job-related qualifications, skills, education and experience, as well as job location and the value of other elements of an employee’s total compensation package.

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