Senior Director, Technology - HR, Legal & Compliance

Job Family

IT - Development

Job Description Summary

We are seeking a strategic and execution-oriented Senior Director of Technology to lead the technology organization supporting our HR, Legal, Compliance, Audit, and Communications functions. This is a highly visible role for a leader who can operate equally well in strategic planning sessions with senior executives and in the operational details of platform roadmaps, budgets, and staffing.
The ideal candidate has deep experience leading enterprise technology teams supporting corporate/enabling functions, has managed large budgets and diverse platform portfolios, and has the executive presence and organizational savvy to act as a trusted extension of leadership across the broader organization.
This role leads a team of 30–40 technologists and manages an annual technology portfolio budget exceeding $50M, spanning core platforms, ancillary systems, and change/run investment across multiple business functions.

Job Description

Responsibilities
Technology Leadership

• Own the end-to-end technology strategy, roadmap, and delivery for the HR, Legal, and Compliance functions, ensuring platforms and capabilities align with business priorities and enterprise architecture standards.
• Serve as the primary technology leader for Human Resources technology, with Workday as the core HRIS platform, alongside a broader ecosystem of ancillary tools ensuring integration, adoption, and ongoing optimization.
• Lead technology for Audit and Compliance, with FinScan as the primary platform for financial crime/sanctions screening, ensuring the platform scales with regulatory and risk requirements.
• Provide technology oversight and support for Legal and Communications functions; ensure appropriate governance, tooling, and support model is in place.
• Manage the full technology portfolio budget ($50M+ annually), including capital and operating spend, vendor contracts, licensing, and resource allocation across all supported functions.
• Own capacity and demand management across the portfolio — balancing run-the-business needs with strategic initiatives, prioritizing investment against business value, and ensuring transparent trade-off decisions with stakeholders.
• Build and maintain a multi-year technology roadmap for each function, incorporating platform modernization, AI/automation opportunities, risk reduction, and regulatory change.
• Ensure strong data governance, security, and compliance posture across all platforms, particularly given the sensitivity of HR, Legal, and Compliance data.

Organizational Leadership

• Lead, develop, and grow a team of 30–40 technology professionals (direct and matrixed), including managers, engineers, product/platform leads, and business analysts.

• Build a high-performing, engaged organization; establish clear career paths, performance management practices, and succession plans.

• Foster a culture of accountability, continuous improvement, and customer-centric delivery.

• Manage vendor and partner relationships, including systems integrators and platform providers, to ensure quality delivery and cost efficiency.

Stakeholder Management

• Serve as the primary technology partner and trusted advisor to senior business leaders across HR, Legal, Compliance, Audit, and Communications (typically SVP/EVP level and their leadership teams).
• Build strong, credible relationships across a diverse set of stakeholders with differing priorities, translating business needs into technology strategy and vice versa.
• Represent technology in business planning, budget reviews, and steering committees; communicate complex technical topics in clear, business-relevant terms.
• Manage escalations and competing priorities across functions with diplomacy and sound judgment.
• Partner closely with enterprise technology leadership (architecture, security, infrastructure, data) to ensure alignment with broader technology strategy.
• Act as a strategic partner and force multiplier for the Head of Corporate Systems and Data, driving key organizational initiatives, executive communications, and cross-functional coordination.
• Manage the operating rhythm for the executive's organization: leadership meetings, offsites, town halls, business reviews, and reporting cadences.
• Lead or coordinate special projects and strategic initiatives on behalf of the executive, often requiring rapid synthesis of ambiguous problems into clear plans.
• Prepare executive-level communications, board/leadership presentations, and briefing materials.
• · Serve as a key liaison between the executive's office and other business/technology leaders, ensuring alignment and follow-through on commitments.
• Help shape organizational strategy, workforce planning, and culture initiatives across the broader technology organization.
• Exercise discretion and sound judgment in handling confidential and sensitive information.

Required Qualifications

• 12+ years of progressive technology leadership experience, including 5+ years managing large, complex technology organizations (30+ FTE) and multi-year budgets exceeding $50M.
• Demonstrated experience leading technology for corporate/enabling functions such as HR, Legal, Compliance, Audit, or Finance.
• Direct experience with core HR technology platforms (Workday strongly preferred) and familiarity with the broader HCM/talent technology ecosystem (e.g., talent marketplace, engagement, culture platforms).
• Experience with compliance/risk technology platforms (e.g., financial crime, sanctions/AML screening tools such as FinScan, or comparable) is a strong plus.
• Familiarity with audit management platforms (e.g., TeamMate) a plus.
• Proven track record of strategic planning translated into disciplined execution — able to operate at both the vision level and in delivery detail.
• Exceptional stakeholder management and executive communication skills; able to build trust and influence across senior leaders with diverse priorities.
• Strong financial acumen: budget planning, portfolio prioritization, vendor negotiation, and capacity/demand management.
• Bachelor's degree required; MBA or advanced degree preferred.

Preferred Qualifications

• Executive presence with the gravitas to represent technology in front of senior business leaders and, at times, the Board.

• Comfortable operating in ambiguity, driving structure and clarity where it doesn't yet exist.

• Strong people leader with a track record of developing talent and building high-performing, resilient teams.

• High integrity and discretion, given exposure to sensitive HR, legal, and compliance matters.

• Skilled at balancing competing priorities across multiple functions without losing sight of the bigger picture.

Organizational Scope

• Team size: 30–40 technology professionals
• Annual budget: $50M+ portfolio
• Functions supported: HR, Compliance, Legal, Audit, and Communications
• Key platforms: Workday; Gloat, CultureAmp, Culture Cloud; FinScan; TeamMate
• Reports to: Head of Corporate Systems and Data
• Direct reports: 6-8 managers/leads across HR Technology, Compliance/Audit Technology, and Legal/Communications Technology support

Working Conditions

• Hybrid-Office environment (Tuesdays, Wednesdays, Thursdays)
• Occasional travel (<10%)
• Travel may be required for leadership meetings, business planning sessions, offsites, vendor engagements, or cross-functional governance forums

This job description is not a contract of employment nor for any specific job responsibilities. The Company may change, add to, remove, or revoke the terms of this job description at its discretion. Managers may assign other duties and responsibilities as needed. In the event an employee or applicant requests or requires an accommodation in order to perform job functions, the applicable HR Business Partner should be contacted to evaluate the accommodation request.

Compensation

The Salary for this position generally ranges between $220K - $285K. Please note that the salary range is a good faith estimate for this position and actual starting pay is determined by several factors including qualifications, experience, geography, work location designation (in-office, hybrid, remote) and operational needs. Salary may vary above and below the stated amounts, as permitted by applicable law.

Additionally, this position is typically eligible for an Annual Bonus based on the Company Bonus Plan/Individual Performance and is at the Company’s discretion. 

Applicants must be authorized to work for any employer in the U.S. We are unable to sponsor or take over sponsorship of an employment Visa at this time.

  

This is a hybrid position requiring three days in office per week in one of our hub locations (Philadelphia, PA; Cedar Rapids, IA; Denver, CO).  Relocation assistance will not be provided for this position.

About the Function

Enterprise Technology is a global Aegon/Transamerica organization that enables the business to move quickly and deliver the best possible outcomes for clients, while keeping their information safe and secure.

 

With more than 1,000 employees across the UK, US, Netherlands, Hungary, Spain, and Hong Kong, Enterprise Technology is a diverse, global team. Our experts work across areas such as application development, information security, infrastructure, data & analytics, risk & controls, program management, and architecture. We offer a wide range of career opportunities and are committed to supporting employee development.

 

Curiosity is the quality we value most. Much of our work involves solving complex problems, applying knowledge in new ways, and continuously improving how we operate. As technology evolves rapidly, we look for inquisitive people who are confident challenging the status quo and helping us drive change.

What We Offer  

For eligible employees, we offer a comprehensive benefits package designed to support both the personal and financial well-being of our employees. 

Compensation Benefits 

• Competitive Pay 

• Bonus for Eligible Employees 

Benefits Package 

• Pension Plan 

• 401k Match

• Employee Stock Purchase Plan

• Tuition Reimbursement

• Disability Insurance

• Medical Insurance

• Dental Insurance

• Vision Insurance

• Employee Discounts

• Career Training & Development Opportunities

Health and Work/Life Balance Benefits 

• Paid Time Off starting at 160 hours annually for employees in their first year of service.

• Ten (10) paid holidays per year (typically mirroring the New York Stock Exchange (NYSE) holidays).

• Be Well Company holistic wellness program, which includes Wellness Coaching and Reward Dollars 

• Parental Leave – fifteen (15) days of paid parental leave per calendar year to eligible employees with at least one year of service at the time of birth, placement of an adopted child, or placement of a foster care child.

• Adoption Assistance

• Employee Assistance Program

• Back-Up Care Program

• PTO for Volunteer Hours

• Employee Matching Gifts Program

• Employee Resource Groups

• Inclusion and Diversity Programs

• Employee Recognition Program

• Referral Bonus Programs

Inclusion & Diversity  

  

We believe our commitment to diversity and inclusion creates a work environment filled with exceptional individuals. We’re thrilled to have been recognized for our efforts through the Human Rights Campaign Corporate Equality Index, Dave Thomas Adoption Friendly Advocate, and several Seramount lists, including the Inclusion Index, 100 Best Companies for Working Parents, Best Companies for Dads, and Top 75 Companies for Executive Women. 

  

To foster a culture of inclusivity throughout our workforce, workplace, and marketplace, Transamerica offers a wide range of diversity and inclusion programs. This includes our company-sponsored, employee-driven Employee Resource Groups (ERGs), which are formed around a shared interest or a common characteristic of diversity. ERGs are open to all employees. They provide a supportive environment to help us better appreciate our similarities and differences and understand how they benefit us all. 

   

Giving Back  

  

We believe our responsibilities extend beyond our corporate walls. That's why we created the Aegon Transamerica Foundation in 1994. Through a mix of financial grants and the volunteer efforts of our employees, the foundation supports nonprofit organizations focused on the things that matter most to our people in the communities where we live and work.     

  

Transamerica’s Parent Company  

Aegon acquired the Transamerica business in 1999. Since its start in 1844, Aegon has  grown into an international company serving more than 23.9 million people across the globe.* It offers investment, protection, and retirement solutions, always with a clear purpose: Helping people live their best lives. As a leading global investor and employer, the company seeks to have a positive impact by addressing critical environmental and societal issues, with a focus on climate change and inclusion and diversity.   

* As of December 31, 2023