• Own UKG Ready HCM end-to-end, driving system configuration, ongoing maintenance, workflow design, and continuous improvement to ensure the platform operates accurately and efficiently for employees and HR alike. • Own the day-to-day administration of UKG Ready, including employee lifecycle transactions, change approvals, benefit elections, position management, and user access. • Manage EDI file feeds with benefit carriers — monitoring delivery, validating data accuracy, troubleshooting errors, and serving as the primary liaison with UKG support for system issues and escalations. • Partner with HR leadership and the Total Rewards Analyst to triage employee benefit questions and support open enrollment administration, including system setup, testing, and post-enrollment audits. • Produce and manage ad hoc HR reports and data requests; maintain clean, consistent, and audit-ready employee data across all HR platforms. • Proactively identify and implement process improvements across HR systems and workflows to reduce manual effort, improve data quality, and scale HR operations. • Serve as backup support for payroll processing as needed, executing established procedures to ensure accuracy, compliance, and timeliness. • Actively participate in and occasionally lead AI initiatives, including contributing to the design and rollout of AI-powered tools to improve the HR and employee experience. • Maintain HR system process documentation and SOPs; support compliance reporting needs (e.g., ACA, EEO-1) by pulling and validating data from HR systems. • Perform other duties as assigned.

• Lead the delivery of HR compliance and policy frameworks across the organization. • Ensure alignment with employment legislation and regulatory requirements. • Build strong compliance foundations across the employee lifecycle. • Report to the Global Head of HR and work closely with stakeholders including the Chief Compliance Officer and HR Leadership Team. • Proactively identify and manage compliance risks including legislative and regulatory change.

• Provide strategic business partnering across Change Management, Organization Design, Talent and Development, Succession Planning, complex Total Rewards and Employee Relations issues, and Leadership Partnering • Guide senior executives and people leaders on people strategies while coaching them to build and assimilate strong teams in the context of organizational transformation • Partner with shared service organizations (finance, legal, strategy, communications, IT) on team-specific needs and topics • Drive engagement and retention initiatives while facilitating change and building organizational capability, including developing strategies to build future-ready capabilities and mitigate regrettable talent attrition risk • Lead cultural integration efforts within the division and across the broader Mobility organization, supporting the realization of synergy savings and cost-effectiveness targets • Execute core annual people processes (Engagement, Performance, Talent, Succession, Promotions) in partnership with Shared People Organizations and the broader Global People team • Facilitate talent mobility and capability building across the Mobility ecosystem

Technology Vision and Roadmap - Develop and own the HR technology roadmap, both short and long term, ensuring it reflects the current needs of the business and where we are headed - Build a roadmap that accounts for our decentralized structure, our growth through acquisition, and the fact that not every portfolio group operates the same way - Look at our current technology landscape and make clear recommendations on where we should invest, consolidate, or change course - You form a clear view on where we should go and you can articulate why in a way that builds confidence with leadership AI and Emerging Technology - Identify where AI can genuinely improve how HR operates and the experience it delivers to employees, and then do something about it - Move the team beyond talking about AI to actually testing, learning, and building on what works in a practical way - Stay connected to what is happening in the market and bring forward ideas that are relevant to where Harris is headed Employee Experience and Systems - Think about the full employee experience when making technology decisions, not just the system or the process in isolation - Oversee the performance and optimization of our core HR systems, making sure they are reliable and meeting the needs of a growing organization - Lead the implementation and management of HRIS solutions in partnership with HR and business stakeholders - Put clear processes in place for how competing priorities are managed, how new requests are evaluated, and how vendor relationships are handled - Lead large, cross-functional technology projects with clear accountability for timelines, deliverables, and outcomes Partnership with IT and Key Stakeholders - Build a strong working relationship with IT leadership. This is one of the most important partnerships in this role and needs to be treated that way - Engage proactively with stakeholders across HR, Finance, and the business so they are part of the planning process, not just the recipients of it - People across the business know who you are and what you bring before a problem ever lands on your desk Team Leadership - Lead and develop a team that is accountable, curious, and continuously growing - Set clear expectations, give honest feedback, and make sure the team knows what good looks like - Set the tone for the pace and ownership you expect from others What We're Looking For - 10 or more years of experience in HR technology or a closely related field, with at least 5 years in a leadership role - Experience working in a global, decentralized organization across multiple portfolio groups and geographies - Proven experience with large-scale HRIS implementations. Workday experience is strongly preferred - A solid understanding of AI and how it applies in a practical HR context - A demonstrated ability to build and maintain a strong working relationship with IT - Experience leading cross-functional technology projects from start to finish - You move with urgency, you do not need to be pushed, and you hold yourself and your team to a high standard - Systems integration and M&A experience is an asset - Experience working alongside an HR Business Partnering model is an asset Compensation Details The potential salary range for this role is $125,000 to $145,000 per year, with eligibility for bonus or merit program. Final compensation will be based on experience, skills, market conditions, and internal equity. We offer a competitive Total Rewards program including health benefits, RRSP matching, stock option, and career development opportunities.