Senior HRIS Manager - AI and Emerging Technology
Jabil · St. Petersburg
At Jabil (NYSE: JBL), we are proud to be a trusted partner for the world's top brands, offering comprehensive engineering, supply chain, and manufacturing solutions. With 60 years of experience across industries and a vast network of over 100 sites worldwide, Jabil combines global reach with local expertise to deliver both scalable and customized solutions. Our commitment extends beyond business success as we strive to build sustainable processes that minimize environmental impact and foster vibrant and diverse communities around the globe.One of the world's largest manufacturing and technology solutions companies is conducting a confidential search for a Senior Manager, HRIS – AI Strategy & Emerging Technology. This highly visible leadership role will help shape the future of AI-enabled HR capabilities, driving innovation across Workday, enterprise analytics, emerging technologies, and workforce transformation initiatives within a global organization.
This role is best suited for a senior techno-functional HR technology leader who combines deep Workday expertise with practical AI strategy execution, enterprise data and analytics knowledge, cloud technology awareness, governance discipline, and proven ability to drive organizational adoption of emerging technologies.
The successful candidate will serve as a key bridge between HR, IT, Data Engineering, Analytics, Enterprise AI, Compliance, and executive leadership while helping shape the future of AI-enabled HR at a global company focused on electronic engineering and manufacturing.
Role Summary
The Senior Manager, HRIS – AI Strategy & Emerging Technology supports the execution of HR’s AI and emerging technology roadmap across Workday and the broader HR technology ecosystem. This role partners with HR, IT, Data & Analytics, Legal, Compliance, and external vendors to deliver practical, compliant, and scalable AI-enabled solutions while driving AI enablement strategy, organizational readiness, change management, and adoption across the HR function. The role focuses on improving employee experience, candidate experience, reporting, automation, decision support, productivity, and operational efficiency.
This role is designed for a techno-functional leader who can bridge HR business strategy, Workday architecture, enterprise data platforms, analytics, cloud technologies, AI solutions, and organizational change. The Senior Manager will evaluate emerging AI opportunities, define scalable use cases, help architect solution approaches, support governance and compliance requirements, and drive successful adoption across HR. Success in this role requires the ability to translate business challenges into technology-enabled solutions while balancing user experience, business value, responsible AI practices, privacy, security, and measurable outcomes.
The role requires strong Workday HCM experience, working knowledge of Workday Extend and Prism Analytics, and familiarity with enterprise AI and analytics platforms such as Microsoft Copilot, Copilot Studio, AWS QuickSight, AWS Bedrock, Snowflake, and related cloud technologies. The Senior Manager will support delivery of AI-enabled solutions, manage pilots and roadmaps, drive HR AI enablement, and help establish scalable foundations for future HR innovation.
Key Responsibilities
HR AI Strategy Execution
- Support execution of the HR AI roadmap aligned with HR long-term planning, enterprise priorities, and measurable business outcomes.
- Drive AI enablement strategy and execution across the HR function, including stakeholder engagement, organizational readiness, communications, training, adoption support, reinforcement activities, and capability development.
- Evaluate, prioritize, and support architecture of enterprise HR AI use cases by partnering with HR stakeholders, IT, Data Engineering, Enterprise AI teams, Legal, Compliance, Cybersecurity, and external vendors.
- Partner with HR COEs and HR Operations to identify, prioritize, and deliver AI, automation, self-service, workflow optimization, and decision-support use cases.
- Translate emerging AI capabilities into practical HR solutions that reduce manual effort, improve data quality, enhance employee and manager experiences, and deliver measurable business value.
- Lead discovery, requirements gathering, business case development, pilot planning, and roadmap execution for AI-enabled HR capabilities.
- Support development of AI strategies focused on candidate experience, employee experience, workforce analytics, self-service, reporting, knowledge discovery, and productivity enablement.
- Track adoption, value realization, risks, dependencies, governance requirements, and business outcomes for HR AI initiatives and pilots.
- Serve as a trusted advisor to HR leadership on emerging technology opportunities, AI trends, workforce implications, and enablement strategies.
Workday, Data & Emerging Technology
- Lead or support Workday HCM optimization efforts, including configuration, reporting, security, integrations, release adoption, business process improvements, and ongoing operational support.
- Partner on Workday Extend and Workday Prism Analytics opportunities to automate workflows, improve visibility, expand reporting capabilities, and enable scalable HR analytics.
- Support evaluation and delivery of emerging HR technologies, including AI platforms, analytics tools, automation solutions, conversational AI capabilities, employee experience technologies, and digital service solutions.
- Collaborate with IT, Data Engineering, HR Reporting & Analytics, and enterprise architecture teams to connect Workday data with enterprise data environments and approved analytics platforms.
- Support candidate experience initiatives utilizing AI-enabled recruiting technologies, including Workday Candidate Experience, Paradox, conversational recruiting capabilities, candidate engagement solutions, scheduling automation, and recruiting process optimization.
- Partner with HR Reporting & Analytics, Data Engineering, and enterprise AI teams to develop next-generation reporting and decision-support capabilities leveraging Workday, AWS QuickSight, Snowflake, and approved enterprise data platforms.
- Support evaluation, discovery, design, and implementation of enterprise HR AI chatbot and employee self-service capabilities that simplify employee interactions, accelerate knowledge discovery, and create a unified employee front-door experience.
- Partner with enterprise technology teams supporting Workday cloud modernization initiatives, AWS ecosystem adoption, Workday data architecture evolution, Snowflake integration strategies, and scalable data accessibility initiatives.
- Assist in identifying opportunities to leverage Microsoft 365 Copilot and related productivity technologies to improve HR effectiveness, content creation, communications, knowledge work, and operational productivity.
Governance, Risk & Adoption
- Support HR AI governance processes, including use case intake, documentation, testing, risk assessment, approvals, controls, monitoring, and lifecycle management.
- Partner with Legal, Compliance, Data Privacy, Cybersecurity, Internal Audit, and enterprise AI governance teams to ensure responsible, compliant, and ethical deployment of AI-enabled HR solutions.
- Create reusable templates, playbooks, implementation frameworks, adoption materials, governance documentation, and operating procedures supporting HR AI and emerging technology initiatives.
- Support HR AI Task Force activities, helping evaluate technology opportunities, document recommendations, assess risks, and establish best practices for responsible adoption.
- Communicate technology concepts, business value, risks, governance requirements, timelines, dependencies, and recommendations clearly to HR leadership and stakeholders.
- Develop adoption measurement frameworks and success metrics to evaluate AI utilization, engagement, training effectiveness, business outcomes, and continuous improvement opportunities.
Qualifications
- 7+ years of experience in HRIS, HR technology, HR operations, enterprise applications, technology delivery, or related functional and technical leadership roles.
- Strong Workday HCM experience, including configuration, reporting, integrations, security, release management, optimization, and ongoing operational support.
- Working knowledge of Workday Extend and Workday Prism Analytics, with the ability to partner with technical teams to define requirements and deliver scalable business solutions.
- Experience supporting AI, automation, analytics, process improvement, digital transformation, or technology modernization initiatives.
- Experience evaluating business requirements and translating them into practical technology solutions that balance functionality, scalability, governance, compliance, and user adoption.
- Experience partnering across HR, IT, Data & Analytics, Legal, Compliance, Cybersecurity, Enterprise Architecture, and external vendors.
- Proven ability to manage multiple initiatives, translate business needs into technology requirements, prioritize competing demands, and drive measurable business outcomes.
- Demonstrated experience operating as a techno-functional leader, effectively bridging HR business strategy, Workday capabilities, enterprise data environments, AI technologies, analytics platforms, and organizational change.
Preferred Experience
- Familiarity with AWS QuickSight, AWS Bedrock, Copilot Studio, Microsoft Copilot, cloud AI/ML services, GenAI, conversational AI, AI agents, workflow automation, and enterprise AI platforms.
- Experience with HR data lakes, Snowflake, enterprise analytics platforms, modern data architectures, or integration of Workday data with non-Workday sources.
- Experience evaluating AI use cases, defining solution requirements, supporting AI architecture discussions, or participating in enterprise AI strategy initiatives.
- Knowledge of responsible AI practices, employment-related AI risks, data privacy, transparency, explainability, human oversight, governance controls, and compliance requirements.
- Experience with Agile delivery, product ownership, portfolio prioritization, organizational change management, vendor evaluation, or strategic technology planning.
- Experience supporting Workday cloud migration initiatives, analytics modernization efforts, enterprise data platform integrations, or AI-enabled HR transformation programs.
- Experience supporting candidate experience technologies, recruiting automation platforms, employee self-service solutions, digital assistants, or conversational AI implementations.
Education
- Bachelor’s degree in Human Resources, Business, Information Systems, Computer Science, Data Analytics, or a related field required.
- Relevant certifications in Workday, HR technology, AI, cloud platforms, analytics, Agile, project management, program management, or organizational change preferred.
Key Skills and Competencies
Workday Expertise - Strong functional and technical understanding of Workday HCM, reporting, integrations, security, Extend, Prism Analytics, release management, and process optimization.
Techno-Functional Leadership - Ability to bridge HR strategy, HR operations, Workday architecture, enterprise data platforms, cloud technologies, AI solutions, governance requirements, and organizational adoption while effectively partnering with both business and technical stakeholders.
AI and Emerging Technology Acumen - Practical understanding of AI, automation, analytics platforms, cloud-enabled HR technology solutions, conversational AI, enterprise productivity tools, AI agents, and emerging digital capabilities.
AI Use Case Evaluation & Strategy - Ability to identify, evaluate, prioritize, and support architecture of AI-enabled business solutions by balancing business value, technical feasibility, user experience, governance, scalability, compliance, and organizational readiness.
Execution and Program Delivery - Ability to manage pilots, priorities, timelines, dependencies, resources, risks, and outcomes across multiple strategic initiatives.
Governance and Risk Awareness - Sound judgment in data privacy, compliance, responsible AI, risk assessment, documentation, controls, and enterprise governance standards.
Stakeholder Partnership - Ability to collaborate across HR, IT, Data & Analytics, Legal, Compliance, Cybersecurity, Enterprise AI teams, and external vendors while building readiness and adoption for AI-enabled change.
AI Enablement and Change Leadership - Ability to develop and execute enterprise AI enablement strategies that build HR capability, confidence, adoption, and sustained utilization of approved AI tools, productivity solutions, workflow automation technologies, analytics platforms, and AI-enabled services through communication, training, reinforcement, and measurement.
Clear Communication - Ability to explain technology concepts, business value, risks, governance requirements, and recommendations in a concise, practical, and executive-friendly manner.
This position is not eligible for immigration and/or visa sponsorship. Applicants must be legally authorized to work in the United States without current or future sponsorship by Jabil. Applicants requiring sponsorship will not be considered.
BE AWARE OF FRAUD: When applying for a job at Jabil you will be contacted via correspondence through our official job portal with a jabil.com e-mail address; direct phone call from a member of the Jabil team; or direct e-mail with a jabil.com e-mail address. Jabil does not request payments for interviews or at any other point during the hiring process. Jabil will not ask for your personal identifying information such as a social security number, birth certificate, financial institution, driver’s license number or passport information over the phone or via e-mail. If you believe you are a victim of identity theft, contact the Federal Bureau of Investigations internet crime hotline (www.ic3.gov), the Federal Trade Commission identity theft hotline (www.identitytheft.gov) and/or your local police department. Any scam job listings should be reported to whatever website it was posted in.Jabil, including its subsidiaries, is an equal opportunity employer and considers qualified applicants for employment without regard to race, color, religion, national origin, sex, sexual orientation, gender identity, age, disability, genetic information, veteran status, or any other characteristic protected by law.