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
Model the quality and partnership standards that define how the HR Technology function operates; build the team structure needed to scale as Enverus' Workday footprint and analytics maturity grow

Competitive Candidate Profile

Workday & HRIS Experience

8+ years of progressive HRIS and HR Technology experience, with a minimum of 5 recent years in a Workday-focused role spanning multiple modules
Direct, hands-on experience owning or co-owning a full-cycle Workday implementation — from design and configuration through go-live and post-implementation stabilization
Proven experience as a global Workday system owner post-implementation, responsible for ongoing configuration governance, data integrity, release management, and module optimization
Strong functional depth across HCM, Payroll, Recruiting, Advanced Compensation, Workforce Planning, People Analytics, AI tools, Benefit Integrations and Absence

Change Management & Organizational Influence

Demonstrated ability to help lead change management for a major HR technology transformation — the sustained adoption work that happens after go-live, not just launch communications
Experience repositioning or rebranding an HR Systems or HRIS function within a broader HR organization — shifting how it is perceived and how it operates
Track record of influencing senior stakeholders and executive leaders without direct authority, using data, credibility, and relationships to drive behavior change
Proven ability to work across a complex, global organization spanning multiple geographies, employment models, and cultures

Analytics & Data Leadership

Experience leading or building a Talent Analytics or People Analytics function — including defining metrics, establishing data governance, and developing reporting infrastructure
Analytically credible: able to build, interpret, and present complex workforce data and translate it into executive-ready narrative and insight
Hands-on experience with Workday reporting tools and at least one BI platform such as Power BI
Strong grasp of people analytics domains: attrition and retention modeling, compensation equity, headcount planning, talent pipeline health, and workforce diversity metrics

Leadership & Communication

2-5+ years of people management experience; track record of building and developing high-performing technical and analytical teams
Executive-level communication skills — equally comfortable presenting to a CHRO and explaining a configuration decision to an analyst

Nice to have:

Workday HCM or Payroll certification; Workday Reporting or People Analytics certification a plus
Experience in the energy, SaaS, or data-intensive industry sectors
Familiarity with Workday Extend or integration middleware (Workday Studio, Boomi, or equivalent)
Experience designing and implementing competency-based performance or talent review frameworks within Workday

Enverus offers comprehensive benefits to our employees to include:

Medical
Dental
Vision
Income Protection (disability, life/AD&D, critical illness, accident)
Employee Assistance Program (EAP)
Healthcare Spending Account (HSA), Commuter
Lifestyle & Wellbeing Program
Pet Insurance

Enverus

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