HR Technology Lead

Ankeny, Iowa

Full time

R4078

Are you an HR technology professional who enjoys getting into the details, solving problems, and seeing the impact of your work across an organization?

We’re looking for an HR Technology Lead to serve as the primary owner of our HR systems, including Workday and related technologies. This is a hands-on role with broad visibility across HR, Payroll, IT, Finance, and the businesses we support. You’ll have the opportunity to improve how our systems work today while helping shape how we use HR technology going forward.

You don’t need to be the expert in every module or technical area. We’re looking for someone who brings strong HR technology experience, knows how to dig into problems, and can bring together internal partners, vendors, and specialized consultants when additional expertise is needed.

As a member of Shared Services, this role demonstrates and promotes Trust, Collaboration, and Innovation by building strong partnerships, delivering reliable solutions, and finding practical ways to improve processes and technology across the organization.

Key Accountabilities

HR Technology Administration & Improvement

• Serve as the primary administrator and owner of HR Technology (currently Workday) and related HR systems, working with internal partners and vendors, consultants, and support providers as needed.

• Set up, test, implement, and maintain system features directly or through qualified vendors and consultants across HR, Payroll, Benefits, Time Tracking, Recruiting, Talent, Performance, Learning, Employee Engagement, Compensation, and future system capabilities.

• Monitor system performance, troubleshoot issues, and resolve data and process concerns.

• Maintain system documentation, configuration records, workflows, and operating procedures.

• Review new features, system releases, and technology updates and recommend improvements that meet business needs.

Business Process & Continuous Improvement

• Work with business partners to understand their needs and identify ways technology can improve processes.

• Lead process improvements that make work more efficient, help people use the systems effectively, improve data accuracy and consistency, and support compliance.

• Support annual HR processes including performance reviews, compensation planning, open enrollment, succession planning, and engagement initiatives.

• Recommend practices that keep HR systems effective as the organization grows, and implement agreed changes.

Reporting, Analytics & Data Accuracy

• Develop and maintain reports, dashboards, calculated fields, and data analysis tools to support business decision-making.

• Keep employee and organizational data accurate, consistent, and reliable.

• Support audit requests, compliance reporting, and regulatory requirements.

System Access & Data Protection

• Manage who can view information and make changes in HR systems, based on approved job responsibilities.

• Review access regularly and update permissions when responsibilities change or access is no longer needed.

• Work with HR, IT, and vendors or consultants to protect confidential employee information, follow applicable company policies and legal requirements, and address security concerns.

Integrations & Vendor Management

• Coordinate and support integrations that connect HR systems with other internal systems and vendor applications.

• Manage vendors, consultants, and support providers within agreed priorities and approved resources, recommending specialist support when needed. Agree on requirements, scope, timelines, and expected results; track progress and costs; and hold partners accountable for their commitments.

• Work with business partners to test and review vendor and consultant work against agreed requirements. Confirm that issues are resolved, documentation is complete, and needed knowledge has been shared before closing the work.

• Serve as the main point of contact between HR, IT, and vendors, consultants, and support providers on HR technology matters.

User Support & Training

• Provide system guidance, training, and support to HR team members, managers, and employees.

• Create user guides and share knowledge to help employees and managers use self-service tools confidently and effectively.

• Lead testing for system upgrades, new features, and business process changes.

Scope & Impact

• Serves as the primary owner of HR systems and is accountable for results, whether completing work directly or through vendors and consultants.

• Supports HR systems and processes across multiple companies and locations.

• Helps shape HR processes, system usability, reporting, and future technology plans.

• Maintains accurate employee data used for payroll, benefits, talent processes, compliance reporting, and workforce planning.

• Improves systems and processes to make work more efficient and support company growth.

• Manages day-to-day work within agreed priorities and resources, working with leadership to address competing needs.

Decision-Making & Problem Solving

The HR Technology Lead evaluates business needs and recommends priorities based on available time, budget, and expertise, including when specialist support is needed. Priorities and resources are agreed with leadership. Within those boundaries, the role makes day-to-day technical and delivery decisions, resolves system issues, and works with business partners to evaluate solutions and hold vendors and consultants accountable for agreed results.

The HR Technology Lead is expected to:

• Identify root causes and recommend practical solutions.

• Balance compliance, data integrity, user needs, and business needs when making decisions and recommendations.

• Assess risks associated with configuration changes, security access, and system enhancements.

• Recommend priorities across competing projects and day-to-day needs, explaining trade-offs and the impact of deferring or not completing work.

• Bring significant risks, additional resource needs, and strategic decisions to leadership for review and agreement.

Key Capabilities

Technical Expertise

Hands-on expertise in core areas, supported by a working understanding of the capabilities below and the ability to direct and assess specialist support. Deep expertise in every area is not required.

• HR system administration and configuration

• Reporting, dashboards, and workforce analytics

• System access management and data protection

• Checking data accuracy and following agreed data-management practices

• Testing methodologies and release management

• System integrations and process automation

Business Partnership

• Working with others to understand and solve problems

• Practical approaches to improving processes

• Building and maintaining effective working relationships

• Coordinating projects and following through on commitments

• Vendor and consultant management, including setting expectations, monitoring commitments, and confirming results meet business needs

• Helping employees understand changes and use systems effectively

Communication

• Ability to translate technical concepts into practical business solutions

• Strong written and verbal communication skills

• Effective facilitation, training, and presentation skills

Education & Experience

• Bachelor's degree in HR, Information Systems, Business, Technology, or related field, or equivalent combination of education and experience.

• 5+ years of experience supporting HR systems.

• Experience administering enterprise HR systems, preferably Workday.

• Hands-on experience in one or more areas such as reporting, analytics, integrations, or system configuration, with the ability to coordinate specialist support in other areas.

• Working knowledge of HR, payroll, benefits, compensation, and talent processes.

• Experience managing multiple priorities, projects, and relationships with business partners.

• Experience managing vendors or consultants, including defining requirements, tracking delivery, resolving issues, and confirming work meets business needs.

• Relevant certifications or advanced system training preferred.

LGI’s foundation began in 1916 as the Lauridsen Creamery, selling butter, eggs and poultry to the local community. Although our headquarters in Ankeny, Iowa, is not far from the old creamery in Dedham, Iowa, the company is now worldwide with more than fifty manufacturing and sales locations in twenty countries and sales in more than sixty countries.

Each company under the LGI umbrella is truly independent. They have the ability and the charge to be entrepreneurial, to seek out new markets, to develop new products and applications, and – above all - to discover new ways to add value through fractionation and novel application.

What’s more, because some LGI companies have offices and presence around the world, all LGI companies benefit from their exposure to new markets, new products, new applications and new thinking.