Director HR Technology & Talent Analytics
Why YOU want this position
At Enverus, we're committed to empowering the global quality of life by helping our customers make energy affordable and accessible to the world.
We are the most trusted energy-dedicated SaaS company, with a platform built to maximize value from generative AI, and our innovative solutions are reshaping the way energy is consumed and managed. By offering anytime, anywhere access to analytics and insights, we're helping our customers make better decisions that help provide communities around the world with clean, affordable energy.
The energy industry is changing fast. But we've continued to lead the way in energy technology, creating intelligent connections across the entire energy ecosystem, from renewables, power and utilities to oil and gas and financial institutions. Our solutions create more efficient production and distribution, capital allocation, renewable energy development, investment and sourcing, and help reduce costs by automating crucial business operations. Of course, this wouldn't be possible without our people, which is why we have built a team of individuals from a diverse range of backgrounds.
Are you ready to help power the global quality of life? Join Enverus, and be a part of creating a brighter, more sustainable tomorrow.
We are currently seeking a Director, HR Technology & Talent Analytics to join our Human Resources team. This is a leadership role with global scope — responsible for owning Workday across all HR and Payroll modules and geographies, building our Talent Analytics capability, and positioning the HR Technology function as the trusted, data-driven partner the business relies on. If you have led a Workday implementation, driven the change management that made it stick, and have the analytical credibility to walk into an executive conversation with a point of view on what our people data is telling us — this role was built for you.
Remote (US-based); up to 20% travel
Performance Objectives
Global Workday Ownership
- Serve as global system owner and accountable leader for Workday across all HR and Payroll modules
- Own Workday's health, data integrity, and configuration governance post-implementation; establish the processes that keep the system accurate, optimized, and audit-ready
- Drive continuous improvement and feature adoption across Workday's bi-annual release cycles; evaluate new capabilities against Enverus' roadmap and prioritize accordingly
- Partner with IT to manage integrations, access governance, and system architecture decisions; own the Workday vendor relationship and roadmap alignment
Change Management & HR Function Transformation
- Own the ongoing management strategy for Workday adoption across the global HR team and broader organization — building the competency and confidence that turns Workday from a tool into a capability
- Lead the transformation of HR Technology's identity within Enverus — from reactive support function to proactive, insight-generating business partner and function of truth for people data
- Design and deliver change enablement programs that drive adoption, reduce workarounds, and ensure HR and people managers use Workday as intended
- Serve as the primary internal advocate for data quality, standard process adherence, and consistent system use across the global HR organization
Executive Partnership & Business Engagement
- Build and maintain trusted relationships with senior business leaders — the go-to resource for workforce data, people analytics, and HR systems questions at the executive level
- Translate complex data and system capabilities into clear, actionable insights for executive audiences; own the narrative around talent health
- Partner with HR Business Partners and business leaders to identify the analytical questions that matter most and build scalable answers
- Proactively surface insights to leadership — not waiting to be asked, but anticipating what leaders need to know before it becomes a problem
Talent Analytics Leadership
- Own and expand Enverus' Talent Analytics function to include the strategy, operating model, toolset, and team capability
- Build a suite of standard and self-service dashboards and reports that give HR and business leaders real-time visibility into workforce health, talent pipeline, attrition risk, and compensation equity
- Establish the data governance framework for people data — defining metrics, calculation standards, and data definitions that ensure consistency across all reporting
- Evolve Talent Analytics from descriptive reporting toward predictive and prescriptive capabilities; evaluate and implement analytics tools that extend Workday's native reporting where needed
Team Leadership
- Lead, develop, and grow a small team of HRIS and Talent Analytics professionals — setting clear expectations, building technical and analytical capability, and creating a culture of precision and service