HR Technology Lead

Jain Global is an innovative multi-strategy investment firm founded in July 2024 by Bobby Jain with over 400 employees operating from offices in New York, Houston, London, Singapore, and Hong Kong, we are looking to add to our growing teams.

Role Overview

We’re seeking a hands-on, entrepreneurial HR Technology Lead to build and scale our HR systems and processes from the ground up. In this role at our early stage, 400-person hedge fund, you will help define and drive our HR technology strategy, implement and optimize core platforms (with an emphasis on Workday), and establish best-in-class processes and governance. You will thrive in an early-stage environment—comfortable rolling up your sleeves to configure systems, map business requirements to technical solutions, and lead cross-functional initiatives, end-to-end.

Primary Responsibilities

1. Strategy & Roadmap

• Define and evangelize a multi-year HR technology roadmap aligned to our rapid growth trajectory and business goals.
• Identify opportunities to leverage automation, data analytics, and emerging technologies such as the incorporation of AI and to drive efficiency across recruiting, onboarding, performance, learning & development, compensation, and offboarding, then work on and through cross-functional teams to bring those opportunities to life.
• Establish and manage governance frameworks to ensure disciplined delivery and continuous improvement.

2. Core Platform Implementation & Optimization

• Lead the management, enhancement, and implementation of new and existing Workday modules (HCM, Recruiting, Performance, Core & Advanced Compensation, Absence) tailored for a fast-moving fund environment.
• Manage all Workday configuration across the HCM suite, including business processes, compensation plans, personal information, security roles, reporting structures, and integrations to support HR. This person will roll up their sleeves daily to build, test, and troubleshoot HR Technology configuration and integrations (primarily in Workday but also across various workflows) – and will leverage and manage third-party consultants to assist with these activities where needed.
• Maintain data integrity, system security, and alignment with data-privacy regulations.

3. Process Design & Continuous Improvement

• Partner with your HR teammates and stakeholders throughout the business to map current-state processes, identify pain points, and redesign for scale and automation.
• Build self-service tools, dashboards, and standard operating procedures to give key stakeholders real-time visibility into headcount, performance, and talent metrics.
• Drive change management, training, and stakeholder adoption to ensure smooth roll-out of new systems and workflows.

4. Project & Program Management

• Own planning, resourcing, budgeting, and execution of HR tech initiatives—ensuring on-time, on-budget delivery with clear milestones and success metrics.
• Apply strong business analysis rigor to translate requirements into user stories, system designs, test plans, and training materials.
• Monitor project risks and dependencies, escalating as needed, and proactively removing roadblocks.

5. Vendor & Stakeholder Engagement

• Manage external technology consultants to help achieve business priorities in the HR space - prioritizing and overseeing work they are executing on the firm's behalf.
• Serve as primary liaison with Workday and other third-party vendors—managing contracts, service levels, and roadmap alignment.
• Act as a trusted advisor to HR, Finance, IT, and senior leadership—communicating progress, surfacing risks, and driving cross-functional alignment.
• Build relationships with peers at other growing firms to benchmark best practices and innovative solutions.

Qualifications

Education

• Bachelor’s degree in Information Systems, Business, or related field (or equivalent experience).

Experience & Skills

• 7–10 years in HR technology and systems implementation —ideally within fast-paced startups or high-growth organizations.
• Deep Workday expertise, with multiple full-cycle implementations and hands-on configuration experience in HCM, Recruiting, Performance, Core & Advanced Compensation, Absence.
• Proven track record of translating complex business requirements into scalable technical solutions.
• Demonstrated ability to operate hands-on in the Workday and broader HR Technology landscape, managing configuration, reporting, security, and integrations directly.
• Experience leading and coordinating external consultants; setting clear deliverables, vetting technical solutions, and holding partners accountable to timelines and quality standards.
• Strong program and project management skills—comfortable owning multiple concurrent workstreams and driving them to completion.
• Excellent business analysis capability: adept at process mapping, requirements gathering, gap analysis, and user-acceptance testing.
• Strategic thinker with a bias for action—able to balance long-term vision and tactical “get-it-done” execution in a resource-constrained environment.
• Exceptional communication and stakeholder management skills—experienced in influencing senior leaders and driving change across teams.
• Familiarity with integration platforms and modern identity/data management tools.
• Prior experience scaling HR systems in the asset management or financial services sector.
• Experience with Workday Financials is a plus.
• Knowledge of compensation benchmarking tools, learning management systems beyond Workday, or analytics platforms (Tableau, Power BI).
• Exposure to AI/ML applications in HR (e.g., intelligent automation, predictive talent analytics).

This role offers a unique opportunity to architect our HR technology foundation and directly shape our culture and capabilities as we grow. If you’re passionate about building systems and processes from scratch—bringing both deep technical expertise and strategic vision—let’s talk.