About this role
Description and Requirements
This role is responsible for stabilizing, designing, and evolving Healthfirst's HR technology ecosystem so it operates as an integrated, reliable, and scalable foundation for HR service delivery and workforce decision-making. The position owns end-to-end integration design, system interoperability, and data flow across HR platforms, while ensuring alignment with HR processes and business outcomes. This includes ownership of the full integration layer across HR and direct involvement in resolving integration issues, improving system behavior, and reducing manual work across HR operations. As one of the few roles with deep integration and architecture capability, this position will play a critical role in addressing current gaps in system configuration, data consistency, and cross-system functionality, while building the long-term foundation required for scalability, analytics, and efficiency. This is a hybrid role which consists of reporting to our 100 Church Street, NYC office on Tuesdays, Wednesdays & Thursdays.
Key Responsibilities
1. Integration Ownership & Architecture (PRIMARY)
Define and own end-to-end HR system integration architecture across:
Workdayvendor platforms (benefits, LOA, learning, etc.)case management systems (HRA, ServiceNow)Design and document data flows, integration patterns, and system dependenciesPartner with IT to design and implement APIs and system-to-system connectionsEstablish 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 processesrequired data is captured consistentlyIdentify and correct configuration issues that drive manual work, errors, or confusionEnsure 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 toolsDefine what data should flow, when, and how across systemsValidate 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 integrationsDefine 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-endPerform 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 recorddata ownershipdata definitionsEnsure consistency between:
HR systemsvendor systemsreporting/data environmentsPartner 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 demandImprove system usability, workflow clarity, and data quality to reduce case volume and escalationsEnable 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 stakeholdersEnsure vendors are accountable for integration performance and outcomesCoordinate resolution of cross-system issues involving multiple vendors 9. Governance & Documentation
Establish and maintain documentation of:
system integrationsdata flowssystem dependenciesDefine ownership, SLAs, and escalation paths for integrationsSupport 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 configurationintegration supportdata quality and validationAssess current team skill levels and define a clear capability development plan aligned to future-state needsEstablish standards for:
system configuration disciplinedata integrityissue resolutiondocumentationProvide hands-on coaching and guidance, balancing direct execution with team developmentDefine clear roles, responsibilities, and expectations for the team to support a more structured and scalable operating modelBuild 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 experience7-10+ years in HR technology, systems integration, or enterprise applicationsDeep understanding of HR systems (Workday required)Strong experience with:
APIsintegrationsmiddleware (Workato, MuleSoft, etc.)Proven ability to diagnose and resolve complex system and data issuesExperience working in multi-system environments (15+ systems / vendors)Strong ability to translate business needs into technical solutionsExperience leading and developing teams Preferred
Experience in healthcare or regulated environmentsExperience working with enterprise data architecture or data warehouse platformsExperience supporting HR service delivery or HR operations environmentsExperience in Agile or scaled Agile environments Hiring Range:
Greater New York City Area (NY, NJ, CT residents): $122,900 - $188,020All 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.
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 [email protected] 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.
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