Associate Vice President, People Team Technology

Associate Vice President, People Team Technology

Southern New Hampshire University is a team of innovators. World changers. Individuals who believe in progress with purpose. Since 1932, our people-centered strategy has defined us - and helped us grow a team that now serves over 180,000 learners worldwide. Our mission to transform lives is made possible by talented people who bring diverse industry experience, backgrounds and skills to the university. And today, we're ready to expand our reach. All we need is you.

Make an impact - from near or far

At SNHU, you'll have the option to work remotely in the following states : Alabama, Arizona, Arkansas, Delaware, Florida, Georgia, Hawaii, Idaho, Indiana, Iowa, Kansas, Kentucky, Louisiana, Maine, Maryland, Massachusetts, Michigan, Mississippi, Missouri, Nebraska, New Hampshire, New Mexico, North Carolina, North Dakota, Ohio, Oklahoma, South Carolina, South Dakota, Tennessee, Texas, Utah, Vermont, Virginia, West Virginia, Wisconsin and Wyoming. We ask that our remote employees have access to a reliable internet connection and a dedicated, properly equipped workspace that is free of distractions. Employees must reside in, and work from, one of the above approved states.

The Opportunity

The Associate Vice President, People Team Technology is a key member of the People Team leadership group, responsible for developing and executing a forward-looking vision for SNHU's entire suite of People Technology ecosystem. With a focus on digital transformation, analytics, and innovation, this deeply collaborative leader partners closely with HR, IT, Finance, and business stakeholders to deliver integrated, scalable, and user-friendly technology solutions that maximize the employee experience, productivity, and organizational agility.

This role provides strategic oversight of SNHU's core people technology platforms-including Workday HCM, learning management systems, integrations, and related tools-ensuring they are secure, scalable, and optimized for user experience. In addition to platform management, the AVP leads digital and AI-enabled initiatives in close partnership with People Team leaders to drive innovation, support data-informed decision-making, and enable continuous improvement across the employee experience.

Primary Duties and Responsibilities

• Serve as a strategic leader with deep expertise in Workday HCM, advising the People Leadership Team on how to leverage the platform to drive digital enablement, talent growth, performance management, and employee engagement.
• Influence and accelerate the adoption of emerging technologies and AI across People systems by shaping strategy, building business cases, and driving change management initiatives-ensuring solutions deliver measurable impact on efficiency, employee experience, and organizational agility.
• Co-lead Workday governance for the university, partnering and building strong relationships with the Finance Workday team and IT to ensure alignment, prioritization, and effective decision-making across all Workday modules (HR, Finance, Payroll, etc.).
• Lead the governance of learning management technologies creating integrated architectures with clear oversight and direction.
• Champion cross-functional collaboration and partnership as a core leadership competency, building trusted relationships across the People Team, IT, Finance, and business stakeholders to co-create integrated technology solutions that drive organizational success.
• Foster a deeply collaborative, inclusive, and high-performing team culture within People Technology teams, modeling partnership behaviors and creating structures that enable seamless cross-functional teamwork with IT, Finance, and business leaders.
• Partner proactively and collaboratively with other People Team leaders (e.g., People Experience, Talent Attraction, Talent Development, Total Rewards, Org Health, Analytics) as part of agile, solution-oriented teams to co-develop systemic HR solutions, while ensuring timely execution of annual processes and development of AI use-cases.
• Lead the People Technology team responsible for Workday / HRIS, learning technologies (e.g., LMS), system integrations, and overall platform performance and scalability.
• Serve as a thought leader and execution lead for how AI and emerging digital technologies can enhance the People technology ecosystem-driving innovation across all functional areas of the People Team in close partnership with SNHU's central AI team.
• Partner with platforms leads across Workday HCM, learning technologies, employee engagement, and other People Team systems to maintain an up-to-date technology inventory, assess system capabilities, and lead ongoing gap analysis to inform future-state planning-with a focus on data privacy, integration, and process efficiency.
• Champion the evolution of the HR function from traditional siloed operations to an integrated, strategic operating system that mobilizes cross-functional teams to address major talent and business challenges.
• Own the end-to-end vendor lifecycle for the people technology ecosystem-strategy, selection, contracting, implementation, performance, risk, and renewal-to ensure solutions are employee-centered, well-integrated, compliant, and deliver measurable business outcomes.
• Drive continuous improvement in quality, efficiency, performance, and scalability of People Technology systems.
• Oversee and collaborate on the building and maintenance of design documents, business process workflows, and standard operating procedures for critical functions, with change management and communications strategies crafted for all technology initiatives.
• Other duties and responsibilities as assigned.

Minimum Qualifications

Bachelor's degree. Seven or more years of leadership experience in people technology or related domains, with a strong track record of managing teams and delivering enterprise HR systems and digital solutions. Demonstrated expertise in Workday HCM, including hands-on experience with system configuration, integrations, and governance. Experience leading and evolving learning technology ecosystems to enhance learner experience, drive organizational efficiency, and integrate emerging technologies in a rapidly changing digital landscape. Experience leading digital transformation, HRIS, and SaaS-based People technology products (e.g., Workday, Saba, Peakon). Demonstrated success in improving user experience for employees and managers. Experience working in matrixed environments where success depends on collaboration without direct authority. Familiarity with People Operations, Payroll, Finance, and IT business processes and their impact on HR systems.

Skills

Strong stakeholder engagement and relationship management skills, with the ability to navigate complex organizational dynamics, co-create solutions, and build shared ownership across diverse stakeholder groups.

Compensation

The annual pay range for this position is $151,612.00 - $242,625.00. Actual offer will be based on skills, qualifications, experience and internal equity, in addition to relevant business considerations. We expect this position to be hired in the following target hiring range $167,532.00 - $226,661.00.

Exceptional benefits (because you're exceptional) You're the whole package. Your benefits should be, too. As a full-time employee at SNHU, you'll get :

Southern New Hampshire University reaffirms its continuing commitment to afford qualified or qualifiable individuals an equal opportunity to compete for employment and advancement within the university. To ensure equal employment opportunity, Southern New Hampshire University shall not discriminate against any individual or group because of race, color, creed, ethnicity, sex, religion, national origin, citizenship, marital or parental status, disability, age, gender, gender identity or expression, sexual orientation, pregnancy, veteran / military status, genetic information, or on any other legally prohibited basis. Southern New Hampshire University does not discriminate on the basis of sex in any education program or activity and is prohibited from doing so by Title IX. This requirement not to discriminate extends to both admission and employment at the University.