Sr. Assoc. VP, Human Resources Operations

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The University of Miami is advancing the next phase of its Human Resources operating model, with a focus on integrated technology, streamlined operations, high-quality service delivery, reliable workforce data, and an improved employee and manager experience.

Reporting to the Chief Human Resources Officer, the Senior Associate Vice President, Human Resources Operations will lead an enterprise-wide portfolio spanning HR technology, HR transactions and operational services, the HR Call Center, workforce analytics and reporting, data governance, and related HR systems and processes. A key priority will be optimizing Workday HCM and the broader HR technology ecosystem while advancing automation, standardization, self-service, and data integrity.

As a senior advisor to the CHRO and HR Executive Leadership Team, this leader will partner across HR, Finance, Information Technology, Payroll, and other key functions to strengthen governance, improve service and operational performance, and advance the University's broader HR transformation agenda.

KEY RELATIONSHIPS

Reports to:

Chief Human Resources Officer

Direct Reports:

TBD

Other Key Relationships:

• •HR Executive Leadership Team
• •University executive, academic, and health system leadership
• •Information Technology, Finance, and Payroll
• •Talent Acquisition, Total Rewards, Employee Relations, Organizational Development, and HR Client Services
• •University managers and HR stakeholders across the enterprise

KEY RESPONSIBILITIES

HR Technology Strategy and Governance

• •Provide strategic leadership for Workday HCM and the broader HR technology ecosystem, ensuring alignment with institutional priorities, security, compliance, and user experience.
• •Establish and execute an HR technology roadmap focused on optimization, automation, standardized configuration, integration, self-service, and scalability.
• •Establish clear governance, decision rights, and accountability for HR technology priorities and investments.

HR Operations and Service Delivery

• •Lead enterprise HR transaction and operational services, ensuring accurate, timely, consistent, and customer-focused delivery.
• •Establish service levels, quality controls, performance measures, and operational standards.
• •Drive continuous process improvement through standardization, workflow optimization, and automation.

HR Call Center

• •Lead the strategic implementation and operation of the HR Call Center, providing accessible and responsive support to faculty, staff, and University managers.
• •Establish effective triage and escalation pathways in partnership with specialized HR functions.
• •Use call center metrics, knowledge management, digital self-service, and employee experience trends to improve service delivery.

Workforce Analytics and Executive Reporting

• •Advance enterprise HR analytics, dashboards, and reporting that support timely, data-informed workforce decisions.
• •Provide actionable insight into recruiting performance, vacancies, staffing trends, workforce demand, position control, and pipeline forecasting.
• •Increase the automation and consistency of executive reporting and workforce planning.

Data Governance, Controls and Risk

• •Establish enterprise HR data governance standards that strengthen data accuracy, consistency, security, accessibility, and usability.
• •Maintain a strong internal control environment, including risk assessment, regulatory compliance, safeguarding of assets, and reliable reporting.
• •Establish clear ownership and accountability for HR data, processes, and controls.

Enterprise Partnership and Transformation

• •Serve as a strategic advisor to the CHRO and HR Executive Leadership Team on HR operations, technology, analytics, and service delivery.
• •Lead cross-functional governance and enterprise initiatives across HR, IT, Finance, Payroll, and other key partners.
• •Translate institutional priorities into scalable HR practices, systems, and services.

Team Leadership

• •Build and lead a high-performing team across HR operations, technology, analytics, and customer service.
• •Establish clear accountability, performance expectations, professional development, and succession planning.
• •Foster a culture of operational excellence, collaboration, continuous improvement, and customer service.

DESIRED OUTCOMES

During the first 12–24 months, the successful candidate will :

• •Establish an integrated HR Operations strategy and roadmap aligned with the University's HR and institutional priorities.
• •Advance Workday HCM and related HR technologies through greater standardization, automation, self-service, and system effectiveness.
• •Strengthen HR service delivery through clear service levels, streamlined processes, effective escalation pathways, and measurable performance standards.
• •Build trusted workforce analytics, reporting, and data governance capabilities that improve executive decision-making and workforce planning.
• •Establish effective cross-functional governance across HR, IT, Finance, Payroll, and other critical partners.
• •Build a cohesive, high-performing HR Operations organization with clear roles, accountability, and leadership depth.

CANDIDATE PROFILE

The successful candidate will be an accomplished human resources executive with demonstrated success leading complex, enterprise-scale HR operations in a large, highly matrixed organization. This leader will bring strategic perspective, operational discipline, technology fluency, strong data orientation, and a customer-focused mindset, with a track record of modernizing HR operations and driving measurable improvement.

A credible advisor and collaborative enterprise partner, the ideal candidate will be skilled at translating complexity into clear priorities, influencing across organizational boundaries, and building high-performing teams. Experience navigating academic, research, administrative, and health system environments, or similarly complex enterprises, will be valuable, along with the ability to balance enterprise consistency with differing operational needs.

IDEAL EXPERIENCE

Enterprise HR Operations Leadership

Significant progressive leadership experience overseeing a broad HR operations portfolio within a large, complex organization, including responsibility for HR technology, transactional services, service delivery, analytics, and operational improvement.

HR Technology and Workday Expertise

• •Demonstrated success leading HR technology strategy, governance, optimization, and transformation.
• •Strong knowledge of enterprise HCM platforms is required; direct Workday HCM experience is strongly preferred.

Operational Transformation and Service Delivery

• •Proven success improving HR operations through process redesign, standardization, automation, workflow optimization, and digital self-service.
• •Experience leading an HR Call Center or comparable employee-service operation, including service levels, knowledge management, escalation pathways, and performance measurement.

Workforce Analytics and Data Governance

Demonstrated experience advancing workforce analytics and reporting, strengthening data governance and integrity, and translating workforce information into actionable insights for senior leaders.

Leadership in a Complex, Matrixed Organization

• •Success navigating organizational and functional complexity and building productive partnerships across HR, IT, Finance, Payroll, and business leadership.
• •Experience in higher education, academic medicine, health care, or another highly complex enterprise is preferred.

Team Leadership

Demonstrated ability to build, develop, and lead high-performing multidisciplinary teams through growth, transformation, and org