HR Systems Associate Director

                                          
Paul, Weiss, Rifkind, Wharton & Garrison LLP is a global law firm of more than 1,500 lawyers focused on helping clients navigate their most complex legal and business challenges. Known for the depth and excellence of its corporate, litigation and restructuring practices, Paul, Weiss works collaboratively to deliver commercial and innovative solutions, supported by a firmwide commitment to developing and empowering exceptional legal talent and an unwavering dedication to client service. The world’s largest and most important public and private corporations, asset managers and financial institutions look to the firm for advice.

Paul Weiss is seeking an experienced HR technology leader to join the Human Resources Department as the HR Systems Associate Director. This role will serve as a key driver of HR systems strategy, managing the lifecycle of system implementations — from RFP development and vendor selection through configuration, testing, and go-live — while providing ongoing strategic management of the firm's existing HR technology portfolio. The Associate Director will partner closely with the HR Data Analytics and Compensation Director to enhance reporting capabilities, design and implement new workflows, and advance data-driven decision-making across the HR function. This individual will act as a trusted advisor to HR leadership and cross-functional stakeholders, ensuring the firm's systems infrastructure keeps pace with evolving business needs. The ideal candidate will have strong experience with Workday and experience with ADP HCM. This position is based in New York on a hybrid schedule. This is an exempt role and reports to the Chief Human Resources Officer.

Key Responsibilities Include But Are Not Limited To:

System Implementation & Technology Strategy

·  Lead end-to-end implementations of new HR systems and platforms — from business case development and vendor evaluation through configuration, UAT, change management, and go-live.
·   Serve as a primary project owner for implementation workstreams, managing contract negotiations, timelines, budgets, and cross-functional dependencies across HR, Benefits, Legal Talent Management, IT, Finance, and external vendors.
·  Translate complex business objectives into detailed technical specifications that guide vendor selection and system design; drive change management to ensure adoption and smooth transitions for end users.
·  Continuously evaluate the HR technology market to identify platforms, tools, and trends that can modernize the firm's HR infrastructure.
·  Provide strategic and functional leadership for the firm’s environment, including system configuration, business process design, security, reporting, integrations, releases, and ongoing optimization.
·  Evaluate artificial intelligence, automation, and other emerging technologies for potential HR applications, with appropriate attention to data privacy, security, governance, accuracy, and responsible use.
·  Identify and pilot practical uses of AI that streamline administrative processes, improve decision-making, and enable HR professionals to produce more accurate, insightful, and higher-quality work.

HR Systems Portfolio Management

· Oversee the day-to-day management, performance, and reliability of the firm's full suite of HR systems, including applicant tracking, performance management, time and attendance, and global cloud HRIS.
· Serve as a strategic partner to the Benefits team in supporting and managing the HRIS platforms that underpin benefits administration, enrollment, and reporting.
· Direct system upgrades, patches, and configuration changes, ensuring minimal disruption and alignment with the firm's broader technology roadmap.
· Manage integrations across the HR technology ecosystem — APIs, data feeds, and third-party connectors — to ensure seamless data flow between HRIS, Benefits, Payroll, Finance, and other enterprise systems.
· Maintain comprehensive, current, and audit-ready system documentation.
· Lead the system release-management process by assessing new functionality, determining organizational impact, coordinating testing, and recommending features that advance the firm’s HR technology strategy.

HR Data Governance, Reporting & Analytics

· Partner closely with the HR Data Analytics and Compensation Director to establish and maintain a data governance framework that ensures consistent data standards, quality, and security across all HR systems; define and document data models, map information flows, and maintain a full inventory of critical employee data points — identifying new fields required to support evolving business needs.

Strategic Partnerships & Team Leadership

·  Partner closely with the HR Data Analytics and Compensation Director on analytics capabilities that support workforce planning, compensation analysis, and firm-wide people strategy, including maintenance and expansion of the HR data architecture.
· Build and maintain strong working relationships with Legal Talent Management, IT Systems, Benefits, Payroll, Finance, and other key stakeholders to align HR technology initiatives with broader firm objectives.
· Support the development of new workflows and process improvements that enhance the efficiency and effectiveness of HR and related business operations.
·  Promote a culture of innovation and continuous improvement by encouraging thoughtful experimentation with Workday functionality, AI-enabled tools, and automation while ensuring appropriate human oversight.
· Partner with stakeholders to translate AI and automation opportunities into practical, scalable solutions, including documenting use cases, measuring outcomes, and refining workflows based on user feedback and performance data.
· Take on additional projects and initiatives as needed to support the department and firm.