HR Technology Project Manager

• Plan, execute, and ensure the seamless operational handoff of HR technology projects, maintaining quality control throughout the project lifecycle.
• Collaborate with business and technical counterparts on business case development and planning.
• Collaborate with the project sponsors to define and present the project business case for formal release of funds, including detailed project charters.
• Develop effective relationships with HR partners, project stakeholders, and team members.
• Work with the HR project sponsors and stakeholders to complete the project charter, outlining objectives, scope, deliverables, required resources, budget, and timing.
• Facilitate the creation of a work breakdown structure and effort estimates, identifying dependencies, resources, and risks to establish the overall project schedule and budget.
• Influence the current and future HR Technology Roadmap. Ensure we are weighing priorities against capacity.
• Coordinate with HR and technical teams like the Workday Team and outside vendors to plan and execute project work, auditing, and testing.
• Organize and lead project kick-off, status, and steering committee meetings.
• Clearly communicate expectations and provide regular project updates to the team, stakeholders, and project sponsors and ensure dependent workstreams are synchronized.
• Coordinate and manage internal dependencies and integration requirements to ensure systems work effectively together.
• Manage 3rd party system integrations, relationships, and maintenance activities
• Act as a mediator and technical systems language translator between stakeholders, team members, and systems.
• Serve as a business analyst and own documentation for knowledge transfer and future reference
• Manage risks and issues throughout the project, escalating to the project owner or steeringcommittee when necessary.
• Ensure project scope is managed and change requests are processed through formal procedures.
• Determine the need for external consultants or contractors and manage their recruitment and oversight as required.
• Track, manage, and report on project budget and milestones, providing status reports to stakeholders.
• Understand and help Brooks explore how AI can enhance HR capabilities and processes, identifying opportunities for AI integration and implementation in our current and future systems.
• Lead, coach, and motivate project team members.
• Oversee project close activities, including production handoff to business owners, production support.

Qualifications:

• Bachelor's degree in business management, HCDE, Computer Science or related, or equivalent experience
• and minimum of 5+ years of experience leading technicalprojectsor an equivalent combination of education and experience.
• Experience working with HR systems preferred such as HCM, ATS and LMS. Experience with Workday specifically, is a plus.
• PMI or Agile certification or equivalent hands-on experience is required.
• Familiarity with project management standards (PMBOK) and project management software.
• Experience completing project work in multiple business functions within a retail/supply chain organization.
• Ability to expertly manage multiple projects simultaneously.
• Demonstrated leadership skills including the ability to guide and influence project team members and project managers in a matrixed environment.
• Experience successfully working in a team-oriented, collaborative environment.
• Ability to rapidly adapt and respond to changes in environment and priorities.
• Excellent communication, problem solving and analytical skills.
• Excellent people skills that inspire and build trust resulting in effective working relationships across the company.
• Keen attention to detail in planning, organization, and execution of tasks, while still seeing the big picture and understanding how all the pieces fit together and affect one another.
• An unwavering demonstration of Brooks' corporate values: Runner First, Word is Bond, Champion Heart, There is no "I" in Run, and Keep Moving.

Compensation: The pay range for this position, based out of the Brooks Seattle HQ, is $96,358 - $144,538 per year. Base pay offered will vary depending on job-related knowledge, skills, and experience.

Other:

Brooks is proud to offer a robust benefits package to our employees and their families!

Benefits- including medical, dental, vision, life and AD&D insurance, disability insurance, HSA and employer contribution, FSA, family & fertility assistance, 401K Savings Plan and match, employee assistance program, and transportation assistance.

Paid Time Off- Brooks offers generous time off including five weeks of paid time off, eleven paid holidays, paid sick and parental leave.

Bonus-in addition to base pay, Brooks employees may also be offered an annual bonus based on company performance.

Perks- including product discounts, employee recognition, fitness discounts, volunteer and donation benefits.

Location- You will spend at least 3 days per week in our Seattle offices, as we believe our organization flourishes when connections, collaboration, creativity, problem-solving, and celebrations happen in person.

At Brooks, we celebrate diversity & equity. We are committed to creating an inclusive environment, and encourage people of all backgrounds, perspectives, experiences, and skills to apply. Brooks is proud to be an equal employment opportunity employer. All employment decisions are made without regard to race, religion, creed, color, national origin, age, sex, gender, gender identity or expression, two-spirit identity, sexual orientation, genetic information, the presence of a physical, mental, or sensory disability, marital status, pregnancy (including childbirth and related conditions), caste, citizenship or immigration status, honorably discharged veteran or military status, actual or perceived victims of domestic violence, harassment, sexual assault or stalking, HIV or Hepatitis C infection, political ideology, use of a trained service animal by a person with a disability, or on any other basis protected by federal, state, or local law, or any other non-merit based factors.