VP, HR ERP Implementation & Systems

Overview

We are a values driven organization putting Relationships FIRST. EagleBank (NASDAQ - EGBN) is focused on being Flexible, Involved, Responsive, Strong, and Trusted. By prioritizing meaningful connections with our customers, employees, and shareholders, we relentlessly deliver the most compelling, valuable service to our customers.EagleBank is committed to inclusion, equity, and respect. We celebrate diversity and intentionally seek out opportunities to learn from one another's experience. We believe employees are essential to the building of relationships and we prioritize investing in employee growth and wellbeing. Employee involvement is fostered through resource groups, mentorship programs, community service, and scholarship opportunities for continued education. With features including maternity and parental leaves, wellness discounts, healthcare premium sharing, employer funding in your HSA account, and 100% 401(k) matching up to 4%, we pride ourselves in the ways we support our internal relationships. The minimum and maximum projected annualized salary for this position is: $114,071.00 to $192,797.00. Additional compensation may be possible based on experience and skills.

Responsibilities

The VP, Human Resources ERP Implementation & Systems provides senior leadership for EagleBank''s Human Capital Management (HCM) transformation and is accountable for the successful design, implementation, adoption, and stabilization of the Workday HCM platform. The role leads the Human Resources workstream across organizational design, job architecture, compensation structures, benefits administration, payroll integration, talent management, recruiting, onboarding, learning, employee data, security, reporting, change management, testing, training, cutover, and go-live readiness. Following implementation, the role transitions into Human Resources as the enterprise systems owner for Workday and related HR technologies, responsible for platform governance, optimization, Workforce Analytics, digital employee experience, HR technology strategy, and ongoing alignment of technology with Human Capital objectives. The successful candidate combines executive-level transformation leadership, deep HR operations and HRIS expertise, strong change management capabilities, and hands-on ERP implementation experience. This individual serves as the primary liaison between Human Resources, Technology, Operations, Finance, Risk, Payroll, the implementation partner, and executive leadership.

Major Duties & Responsibilities:

Executive ERP Program Leadership

Own the Human Resources ERP implementation from mobilization through stabilization, including scope, milestones, resource planning, budget coordination, risks, dependencies, and business outcomes.

Lead the HR workstream and coordinate execution across Workday, implementation partners, Human Resources, Technology, Payroll, EPMO, Risk, and business stakeholders.

Establish governance, decision-making frameworks, escalation paths, and executive reporting processes for the HR transformation program.

Present recommendations and implementation updates to executive sponsors and governance committees. Hold internal and external stakeholders accountable for delivery milestones, business outcomes, and implementation quality.

Human Capital Strategy, Workforce Design & Process Transformation

Lead future-state design of Human Resources capabilities, including Core HCM, Recruiting, Onboarding, Talent Management, Compensation, Benefits, Performance Management, Learning, Succession Planning, and Workforce Planning.

Partner with HR leadership to redesign employee lifecycle processes and improve employee experience through automation, workflow optimization, and self-service capabilities.

Function Lead development of organizational structures, supervisory organizations, position management, job architecture, career frameworks, and compensation models. Ensure future-state processes support compliance, governance, data quality, and scalability.

HR Systems Consolidation, Data & Reporting

Lead consolidation of EagleBank''s HR technology ecosystem into Workday. Establish enterprise standards for employee, compensation, organizational, and workforce data.

Lead the HR data migration strategy, including cleansing, validation, reconciliation, conversion, retention, and archival requirements.

Provide business leadership for integrations across Payroll, benefits providers, Active Directory, learning platforms, talent systems, identity management platforms, and reporting and analytics solutions.

Lead the development of Workforce Analytics and HR reporting strategies, including regulatory, operational, executive, and management reporting requirements.

Ensure strong controls over employee data privacy, security, auditability, retention, and access governance.

Change Management, Testing & Deployment

Lead enterprise-wide HR readiness and adoption initiatives. Develop testing strategies including unit testing, integration testing, user acceptance testing, parallel payroll testing, security testing, end-to-end business process testing, and cutover planning.

Lead communication, training, change adoption, and stakeholder engagement efforts throughout implementation. Provide executive recommendations regarding deployment readiness and go-live approval.

Lead stabilization efforts following launch and ensure successful transition to support operations.

Post-Implementation HR Systems Ownership

Transition into Human Resources as the enterprise product and systems owner for Workday and related HR platforms following implementation.

Own platform governance, release management, enhancements, configuration standards, security administration, vendor management, and issue resolution.

Develop and maintain a multi-year HR technology roadmap aligned with talent, workforce, compliance, operational, and strategic priorities.

Lead ongoing process optimization, automation, AI enablement, workforce analytics, and digital employee experience initiatives.

Establish support models, service levels, operating procedures, controls, documentation standards, and governance practices.

Build and lead future HR technology and HRIS capabilities as organizational needs evolve.

Leadership & Stakeholder Management

Serve as a trusted advisor to Human Resources, executive leadership, and business partners on workforce technology strategy and transformation.

Communicate complex HR, workforce, technology, and implementation matters to executives, regulators, auditors, and stakeholders.

Promote accountability, change leadership, collaboration, and operational excellence throughout the organization.

Perform other duties as assigned and comply with all EagleBank policies and standards.

Qualifications

Requirements:

• Bachelor's Degree in Arts/Sciences (BA/BS) in Human Resources, Business, Information Systems, Computer Science or related field
• 10 years additional relevant experience will be considered in lieu of degree
• 12 years progressive experience in HR operations, HRIS, or HR technology required, preferably with experience in banking or financial services

Preferences:

• Master's degree in Arts/Sciences (MA/MS) in a related field
• 3 years experience leading or serving as a core team member on a full-lifecycle HCM or ERP implementation (Workday HCM preferred)
• PHR or SHRM-CP
• Certified Project Management Professional (PMP)-PMI or Workday HCM Certification
• Deep knowledge of HR processes across the full employee lifecycle, including payroll and benefits administration
• Demonstrated experience consolidating multiple HR systems and migrating sensitive employee data
• Hands-on experience with Workday HCM or a comparable enterprise HCM platform
• Strong project management skills, including planning, issue and risk management, and executive reporting
• Excellent change management, training, and communication skills across all levels of the organization
• Strong understanding of employee data privacy, confidentiality, and regulatory requirements

Don''t meet all the requirements? We encourage you to still apply if you think you are the right person to join our community. We are always interested connecting with people inspired by our mission and values. If you aren''t hired for this position, your resume will remain available for the next year and might be considered for future openings. Note: You can update your resume as often as needed.