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Manager, People Technology
4 weeks ago
About Four Seasons Four Seasons is powered by our people. We are a collective of individuals who crave to become better, to push ourselves to new heights and to treat each other as we wish to be treated in return. Our team members around the world create amazing experiences for our guests, residents, and partners through a commitment to luxury with genuine heart. We know that the best way to enable our people to deliver these exceptional guest experiences is through a world‑class employee experience and company culture. About the location Four Seasons Hotels and Resorts is a global, luxury hotel management company. We manage over 120 hotels and resorts and 50 private residences in 47 countries worldwide, and are growing. Central to our employee experience and social impact programming is the commitment to supporting cancer research, and advancing diversity, inclusion, equality and belonging at corporate offices and properties worldwide. Our culture enables everything we do. Job Overview Manager, People Technology – responsible for coordinating the delivery of People & Culture (P&C) technology initiatives that support the P&C strategies. Reporting to the Director, People Technology Strategy & Design, this individual‑contributor role manages the intake and prioritization of technology requests, oversees project execution, and supports governance processes to ensure alignment with business needs and resource capacity. Based in Toronto Corporate Office. Interacts primarily with internal stakeholders at various levels. What You’ll Be Doing HR Technology Roadmap Execution Partner with the Director, P&C Technology to develop and evolve the P&C Technology Roadmap in alignment with enterprise priorities and HR strategy. Support the execution of the People & Culture Technology Roadmap by translating initiatives into detailed project plans with clear deliverables, timelines, and resource requirements. Track progress against roadmap milestones and elevate risks or issues as needed. Ensure roadmap activities reflect the needs of a global organization, including regional compliance, localization requirements and current capabilities. Business Requirements & Process Improvement Partner with HR functional leads and cross‑functional stakeholders to gather, document, and validate business requirements for HR technology initiatives. Conduct process analysis to identify inefficiencies, pain points, and opportunities for automation or optimization using technology. Facilitate workshops and discovery sessions to understand current‑state workflows and define future‑state processes aligned with strategic goals. Translate business needs into functional specifications and collaborate with the Workday and other technical teams to ensure feasibility and alignment with system capabilities. Technology Evaluation & Implementation Collaborate on the collection and analysis of business requirements from HR stakeholders to inform technology solutions and enhancements. Lead or support the evaluation, selection, and implementation of new HR technologies, ensuring they meet functional, technical, and user experience requirements. Develop business cases and feasibility studies for proposed solutions, including cost‑benefit analysis and implementation planning. Create process models, specifications, diagrams, and charts to provide direction to developers and/or the project team. Act as a technical speaker between the business and the project team. Take the lead in helping resolve post‑release / production issues. Optimization of Existing Technology Partner with cross‑functional teams (e.g., Workday, P&C) to identify opportunities for automation, integration, and UX enhancements that align with evolving business needs and global priorities. Monitor performance, gather feedback, and drive targeted improvements using Workday and integrated tools to keep processes efficient, scalable, and user‑friendly. Project Management Work in close partnership with technical delivery teams to deliver HR technology projects, including system enhancements, integrations, and new implementations. Define project scope, success criteria, and stakeholder roles; manage timelines, budgets, and vendor deliverables. Coordinate cross‑functional teams to ensure effective execution and alignment with HR operational goals. Monitor and track the HR technology project portfolio, maintaining visibility into progress, risks, and outcomes. Governance & Prioritization Support the intake and prioritization of HR technology initiatives, ensuring alignment with operational needs and resource availability. Maintain visibility into the HR technology portfolio, including dependencies, risks, and value delivery. Contribute to governance processes that promote transparency and accountability. Track and report on key performance indicators and project outcomes to assess value and ROI of technology initiatives. Monitor system health and user experience by tracking performance metrics, usage patterns, and feedback across platforms like Workday. Vendor & Financial Management Assist in the evaluation, onboarding, and management of external vendors and implementation partners. Support contract management, budget tracking, and vendor performance monitoring. Ensure vendor deliverables meet quality, scope, and financial expectations. Change Management & Global Enablement Collaborate with HR and business stakeholders to support change management and communication efforts related to technology initiatives. Contribute to development of training and enablement materials to support global adoption. Monitor post‑implementation outcomes and drive continuous improvement. Who You Are Collaboration: Builds strong relationships and works effectively across teams and regions. Communication: Clearly conveys information to diverse audiences; listens actively. Initiative: Takes ownership of tasks and follows through with minimal supervision. Adaptability: Responds well to change and adjusts to shifting priorities. Global Awareness: Understands and respects cultural and regional differences. Results Orientation: Focuses on delivering high-quality, timely outcomes. Attention to Detail: Ensures accuracy and completeness in all work. What You Bring Minimum of 5 years hands‑on experience with HR systems such as Workday, Oracle HCM, SuccessFactors, including configuration, reporting, and module deployment. Strong understanding of HR processes across the employee lifecycle, including global and regional variations (onboarding, talent management, recruiting, compensation). Demonstrated ability to manage projects involving multiple stakeholders and cross‑functional teams. Experience supporting governance, prioritization, and portfolio management of HR technology initiatives. Skilled in analyzing business needs and translating them into system requirements and solutions. Strong organizational and analytical skills with the ability to manage multiple initiatives concurrently. Ability to support change management, training, and enablement activities to drive adoption and user engagement. Experience evaluating and implementing new HR technologies in a global environment. Experience with system optimization, automation, and integration. Familiarity with vendor management and technology implementation processes. PMP or similar project management certification preferred. Degree in Information Systems, Business Administration, Human Resources, or a related field—or equivalent experience. CHRL, Change Management, or process improvement certifications are assets. This role will be a hybrid working model, which requires 3 days per week at 20 York Mills Road, Toronto, Ontario, with occasional travel to the Four Seasons Corporate Office at 1165 Leslie Street, Toronto, Ontario. Four Seasons is committed to providing employment accommodation in accordance with the Ontario Human Rights Code and the Accessibility for Ontarians with Disabilities Act. If contacted for an employment opportunity, please advise Human Resources if you require accommodation. #J-18808-Ljbffr
