Remote Director HR Technology and People Analytics (Workday) 26179

Note: The job is a remote job and is open to candidates in USA. Enverus is a trusted energy-dedicated SaaS company committed to empowering the global quality of life by making energy affordable and accessible. They are seeking a Director of HR Technology & Talent Analytics to lead Workday implementation and management, build Talent Analytics capabilities, and transform the HR Technology function into a proactive business partner.ResponsibilitiesServe as global system owner and accountable leader for Workday across all HR and Payroll modulesOwn Workday's health, data integrity, and configuration governance post-implementation; establish the processes that keep the system accurate, optimized, and audit-readyDrive continuous improvement and feature adoption across Workday's bi-annual release cycles; evaluate new capabilities against Enverus' roadmap and prioritize accordinglyPartner with IT to manage integrations, access governance, and system architecture decisions; own the Workday vendor relationship and roadmap alignmentOwn the ongoing management strategy for Workday adoption across the global HR team and broader organization building the competency and confidence that turns Workday from a tool into a capabilityLead the transformation of HR Technology's identity within Enverus from reactive support function to proactive, insight-generating business partner and function of truth for people dataDesign and deliver change enablement programs that drive adoption, reduce workarounds, and ensure HR and people managers use Workday as intendedServe as the primary internal advocate for data quality, standard process adherence, and consistent system use across the global HR organizationBuild and maintain trusted relationships with senior business leaders the go-to resource for workforce data, people analytics, and HR systems questions at the executive levelTranslate complex data and system capabilities into clear, actionable insights for executive audiences; own the narrative around talent healthPartner with HR Business Partners and business leaders to identify the analytical questions that matter most and build scalable answersProactively surface insights to leadership not waiting to be asked, but anticipating what leaders need to know before it becomes a problemOwn and expand Enverus' Talent Analytics function to include the strategy, operating model, toolset, and team capabilityBuild a suite of standard and self-service dashboards and reports that give HR and business leaders real-time visibility into workforce health, talent pipeline, attrition risk, and compensation equityEstablish the data governance framework for people data defining metrics, calculation standards, and data definitions that ensure consistency across all reportingEvolve Talent Analytics from descriptive reporting toward predictive and prescriptive capabilities; evaluate and implement analytics tools that extend Workday's native reporting where neededLead, develop, and grow a small team of HRIS and Talent Analytics professionals setting clear expectations, building technical and analytical capability, and creating a culture of precision and serviceModel the quality and partnership standards that define how the HR Technology function operates; build the team structure needed to scale as Enverus' Workday footprint and analytics maturity growSkills8+ years of progressive HRIS and HR Technology experience, with a minimum of 5 recent years in a Workday-focused role spanning multiple modulesDirect, hands-on experience owning or co-owning a full-cycle Workday implementation from design and configuration through go-live and post-implementation stabilizationProven experience as a global Workday system owner post-implementation, responsible for ongoing configuration governance, data integrity, release management, and module optimizationStrong functional depth across HCM, Payroll, Recruiting, Advanced Compensation, Workforce Planning, People Analytics, AI tools, Benefit Integrations and AbsenceDemonstrated ability to help lead change management for a major HR technology transformation the sustained adoption work that happens after go-live, not just launch communicationsExperience repositioning or rebranding an HR Systems or HRIS function within a broader HR organization shifting how it is perceived and how it operatesTrack record of influencing senior stakeholders and executive leaders without direct authority, using data, credibility, and relationships to drive behavior changeProven ability to work across a complex, global organization spanning multiple geographies, employment models, and culturesExperience leading or building a Talent Analytics or People Analytics function including defining metrics, establishing data governance, and developing reporting infrastructureAnalytically credible: able to build, interpret, and present complex workforce data and translate it into executive-ready narrative and insightHands-on experience with No