Technology Director - HR IT

About this role:

In this role, you will:

• Manage a team of engineering managers and engineering leads
• Focus on delivering commitments aligned to enterprise strategic priorities
• Build support for strategies with business and technology leaders
• Guide development of actionable roadmaps and plans
• Identify opportunities and strategies for continuous improvement of software engineering practices
• Provide oversight to software craftsmanship, security, availability, resilience, and scalability of solutions developed by the teams or third party providers
• Identify financial management and strategic resourcing
• Set risk management guidelines and partner with stakeholders to implement key risk initiatives
• Develop strategies for hiring engineering talent
• Lead implementation of projects and encourage engineering innovation
• Collaborate and influence all levels of professionals including more experienced managers
• Lead team to achieve objectives
• Interface with external agencies, regulatory bodies or industry forums
• Manage allocation of people and financial resources for Technology Strategic Leadership
• Develop and guide a culture of talent development to meet business objectives and strategy

Required Qualifications:

• 10+ years of Technology Strategic Leadership experience, or equivalent demonstrated through one or a combination of the following: work experience, training, military experience, education
• 4+ years of management or leadership experience

Desired Qualifications:

• Strong experience with HR Technology platforms, preferably Workday (HCM, Extend, Reporting, Integrations)
• 5–10+ years of progressive leadership experience in HR Technology or HRIS. 
• Proven track record of building & strengthening strategic partnership with senior executives, including the CIOs/CTOs, to shape product strategy, implement cutting-edge technology solutions, drive Innovation, and manage risk effectively.
• Strong experience in shaping and executing enterprise‑aligned technology strategy with a clear line of sight to business and people outcomes.
• Proven track record delivering large‑scale transformation programs. Anticipates future needs and positions the organization for scalability, resilience, and innovation.
• Lead, architect and deliver Agentic AI platforms leveraging LLMs, RAG pipelines, vector databases, orchestration frameworks, and agent to agent communication to enable autonomous and semi autonomous HR workflows and integrate with champion platforms (e.g., Workday, ServiceNow)
• Proven experience to Influence roadmap decisions and investment priorities for AI initiatives.
• Translate complex HR business processes into agentic workflows, leveraging GenAI, LLMs, retrieval augmented generation (RAG), and agent to agent coordination to enable decision making, task execution, and intelligent routing to human agents when required.
• Ensure responsible AI and security controls—guardrails, PII filtering, DLP, red-teaming, and safe deployment practices.
• Experience enabling AI / GenAI use cases within HR technology ecosystems/ enterprise platforms..
• Demonstrated experience with enterprise HRIS architecture, including designing and managing complex integrations, APIs, and end‑to‑end system data flows across HR, Payroll, Finance, and downstream platforms.
• Strong background in integrations, SaaS ecosystems and cloud platforms
• Possess deep domain expertise across corporate HR functions, including Core HR, Time & Absence, Payroll, Compensation & Benefits, Talent Acquisition, Talent Management, Performance management, Learning & Development, Employee Relations, and Conduct Management
• Strong understanding of modern cloud architectures, APIs, Agile/DevOps, and platform engineering
• Experience working with globally distributed engineering teams
• Ability to exercise judgements , problem solve, and make decisions consistent with Wells Fargo’s philosophy , goals, and objectives.
• Ability to deal with constant changes and act as a change champion.
• Demonstrates executive presence, clarity, and confidence.

Job Expectations:

• Technology & People Leadership

  • Lead, coach, and develop engineering managers, architects, and senior managers
  • Ensure timely delivery of initiatives aligned with enterprise HR and People Strategy priorities.
  • Establish strong partnerships with the CHRO and leaders across Talent Acquisition, Talent Management, Payroll, Benefits, and Compensation.
  • Define clear technology roadmaps and drive disciplined execution against them.
  • Promote a culture focused on ownership, engineering quality, innovation, and continuous improvement.
  • Build and execute workforce strategies to attract, grow, and retain high‑performing HR technology and data engineering talent.

  Gen AI, Agentic AI, and Automation

  • Lead adoption of emerging AI and automation technologies to enhance decision‑making, efficiency, and predictive capabilities.
  • Serve as a trusted advisor to HR and business leaders on the practical application, value, and limitations of GenAI.
  • Monitor industry trends, assess platforms and tools, and apply relevant best practices.
  • Advocate and deliver digital transformation through cloud migration, automation, data modernization, and applied GenAI solutions.

  HR Technology Transformation & Strategy

  • Define and execute the HR technology and people data platform strategy aligned to business goals and enterprise architecture.
  • Lead modernization of HR platforms, including Workday (HCM, Extend, Payroll, Reporting) and dependent systems.
  • Oversee large‑scale system implementations, upgrades, migrations, and integrations.
  • Manage financial planning, vendor relationships, investment priorities, and resource capacity for HR technology.

  Enterprise Data Engineering & Platform Leadership

  • Own end‑to‑end delivery of enterprise people data platforms supporting structured and unstructured HR data at scale.
  • Design and implement cloud‑native data solutions using modern engineering frameworks.
  • Establish best practices for data ingestion, transformation, orchestration, storage, scalability, and performance.
  • Enable batch and near‑real‑time data processing to support analytics and operational HR use cases.

  Stakeholder & Enterprise Influence

  • Lead complex, globally distributed HR technology and data engineering organizations.
  • Act as a strategic technology advisor to senior HR, business, risk, and technology leaders.
  • Shape and influence enterprise‑wide HRIT and digital employee experience strategies.
  • Represent HR Technology in enterprise governance bodies and relevant industry forums.

Posting End Date: 

*Job posting may come down early due to volume of applicants.

We Value Equal Opportunity

Wells Fargo is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or any other legally protected characteristic.

Employees support our focus on building strong customer relationships balanced with a strong risk mitigating and compliance-driven culture which firmly establishes those disciplines as critical to the success of our customers and company. They are accountable for execution of all applicable risk programs (Credit, Market, Financial Crimes, Operational, Regulatory Compliance), which includes effectively following and adhering to applicable Wells Fargo policies and procedures, appropriately fulfilling risk and compliance obligations, timely and effective escalation and remediation of issues, and making sound risk decisions. There is emphasis on proactive monitoring, governance, risk identification and escalation, as well as making sound risk decisions commensurate with the business unit’s risk appetite and all risk and compliance program requirements.

Candidates applying to job openings posted in Canada: Applications for employment are encouraged from all qualified candidates, including women, persons with disabilities, aboriginal peoples and visible minorities. Accommodation for applicants with disabilities is available upon request in connection with the recruitment process.

Applicants with Disabilities

To request a medical accommodation during the application or interview process, visit Disability Inclusion at Wells Fargo.

Drug and Alcohol Policy

Wells Fargo maintains a drug free workplace.  Please see our Drug and Alcohol Policy to learn more.

Wells Fargo Recruitment and Hiring Requirements:

a. Third-Party recordings are prohibited unless authorized by Wells Fargo.

b. Wells Fargo requires you to directly represent your own experiences during the recruiting and hiring process.