Head of Human Capital Jobs
Head of Human Capital jobs are open across healthcare, financial services, technology, education, and professional services, from director-level to C-suite, with common specializations in talent strategy, organizational development, and workforce transformation. Scan the live roles below and apply to whichever ones fit.
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WELLTOWER – REIMAGINE REAL ESTATE WITH US
At Welltower, we're transforming how the world thinks about senior living and wellness-focused real estate. As a global leader in residential wellness and healthcare infrastructure, we create vibrant, purpose-driven communities where housing, healthcare, and hospitality converge. Our culture is fast-paced, collaborative, and endlessly ambitious—guided by our mantra: The only easy day was yesterday.
We're looking for bold, independent thinkers who thrive on challenges, embrace complexity, and are driven to deliver long-term value. Every team member is empowered to think like an owner, innovate fearlessly, and lead from where they stand. If you're passionate about outcomes and inspired by the opportunity to shape the future of healthcare infrastructure, we want you on our best-in-class team.
ABOUT THE ROLE
The Human Capital Technology Analyst is a hands-on systems, data, and analytics role supporting all of the platforms and processes that attract, hire, develop, pay, reward, and protect Welltower's corporate employees. Reporting to the Senior Manager / Director, Human Capital Technology, this person owns day-to-day configuration, maintenance, data management, and reporting across all Human Capital technology, spanning Total Rewards, Talent Management, and Talent Acquisition, for the United States, Canada, and the United Kingdom. The role will also be a core contributor to Welltower's transition from UKG Pro to Workday HCM.
The role suits someone who enjoys both sides of the work: understanding how an HC process, such as a pay rule, merit cycle, requisition approval, or performance review, should behave, and then making sure the system, data, integrations, and reports behave that way. The position will be filled at the Analyst or Senior Analyst level based on experience, with the Senior Analyst carrying greater ownership of complex configuration, data domains, workstream leadership, and mentoring.
KEY RESPONSIBILITIES
HC Technology Administration & Support
- Configure, maintain, and support all HC system functionality in UKG Pro today and Workday HCM in the future state, including business processes, organizational structures, job and position data, notifications, and security roles, along with adjacent HC applications and their integrations.
- Process and audit system transactions and mass data changes (e.g., reorganizations, job changes, cost center updates), ensuring accuracy, completeness, and appropriate approvals.
- Triage and resolve HC system requests and issues through Case Management Tool (JIRA/ ServiceNow, etc.), performing root-cause analysis and documenting resolutions so recurring problems are fixed at the source.
- Support vendor releases and system upgrades by reviewing release notes, assessing impact on configuration and integrations, and executing regression testing.
- Administer user access and security role assignments and support periodic access reviews.
HC Master Data Management
- Serve as data steward for core HC data domains (worker, job and position, organization, compensation, benefits, and talent data), maintaining the HC data dictionary, data standards, and naming conventions.
- Govern the creation and change of HC reference data (e.g., job codes, job families, grades, locations, and org units) through a controlled request-and-approval process.
- Run scheduled data quality audits and exception reports, track data quality metrics, and resolve root causes with data owners.
- Reconcile HC data with Finance and IT (e.g., headcount, cost centers, and identity provisioning) so the HCM remains the trusted system of record.
HC Reporting, Analytics & Visualization
- Build and maintain reports and dashboards (UKG Pro/ Workday reporting, Power BI, and Excel) for Total Rewards, Talent Management, Talent Acquisition, and HC leadership.
- Apply standard metric definitions (e.g., headcount, turnover, time-to-fill, and compa-ratio) consistently across all reporting, and maintain the HC metric library.
- Develop self-service dashboards for HC Business Partners and leaders, with role-based security aligned to HCM access.
- Prepare data, analysis, and visualizations that support workforce decisions and leadership materials, and fulfill ad hoc data requests.
Total Rewards Systems (Payroll, Compensation & Benefits)
- Serve as the primary systems partner to the Payroll team across US, Canadian, and UK payrolls, supporting configuration of pay groups, earnings, deductions, taxes, and accruals.
- Monitor payroll-related integrations and outbound files (e.g., general ledger, time and attendance, retirement provider, garnishment and tax vendors), resolving discrepancies with Payroll, Finance, and vendors.
- Support annual and off-cycle compensation processes (merit, bonus, and long-term incentive) through system configuration, eligibility rules, worksheet setup, manager support, and post-cycle data loads and validation.
- Maintain compensation structures in the system, including pay grades and ranges, compensation plans, and job-to-grade mappings, partnering with Total Rewards to keep HCM data aligned.
- Configure and maintain benefit plans, eligibility rules, rates, life event processing, support annual Open Enrollment setup, testing, communications support, and post-enrollment audits.
- Support benefits compliance reporting and data requests, such as ACA reporting (1095-C), Form 5500, and nondiscrimination testing.
Talent Management Systems
- Configure and support performance management, goal setting, talent review, succession, and learning processes, including cycle setup, eligibility, manager support, and post-cycle data validation.
- Provide talent data and reporting (e.g., performance distributions, succession coverage, and learning completion) to support talent decisions.
Talent Acquisition Systems
- Support applicant tracking, requisition and offer workflows, and onboarding, including integrations between recruiting tools and the HCM.
- Maintain recruiting data quality and deliver Talent Acquisition reporting (e.g., requisition pipeline, time-to-fill, and source effectiveness).
Data Privacy & Compliance
- Handle highly sensitive data (compensation, PII, health, and banking information) in line with Welltower's data classification and privacy standards, including for USA – HIPAA and CCPA/CPRA (California), Canada - PIPEDA, and UK – GDPR where relevant.
- Support SOX, internal audit, and external audit requests with documentation, evidence, and control testing.
Workday HCM Transition
- Serve as a subject-matter expert on current-state HC processes and data during Workday design, translating requirements across Total Rewards, Talent Management, and Talent Acquisition.
- Lead data cleansing and conversion activities, execute testing, and support adoption and optimization after go-live.
Other Duties
Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of this employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.
MINIMUM REQUIREMENTS
Required
- Bachelor's degree in Information Systems, Human Resources, Business Administration, Finance, Accounting, or a related field, or equivalent experience.
- Analyst: 2+ years of experience in HRIS, HC data and reporting, payroll, compensation and benefits, or talent systems. Senior Analyst: 5+ years, including hands-on configuration in an enterprise HCM platform.
- Hands-on experience with at least one enterprise HCM platform (Workday, UKG, ADP, Dayforce, SAP SuccessFactors, or Oracle HCM).
- Working knowledge of HC processes across Total Rewards (payroll, compensation, and benefits), Talent Management (performance, succession, and learning), and Talent Acquisition (recruiting and onboarding).
- Advanced Excel skills (e.g., lookups, pivot tables, data validation) and comfort working with large data sets.
- Experience with system testing, data validation, reconciliation, and data quality management.
- Experience building reports and dashboards that turn HC data into clear insight for non-technical audiences.
- High attention to detail and absolute discretion with confidential employee and compensation data.
- Clear written and verbal communication, with the ability to explain system issues to non-technical partners.
- Ability to manage multiple priorities against firm deadlines such as payroll, open enrollment, compensation, and performance cycles.
Preferred
- Workday HCM experience (Core HCM, Payroll, Compensation, Benefits, Talent, Recruiting, or Absence); Workday certification is a strong plus, particularly at the Senior Analyst level.
- Experience supporting multi-country HC processes, ideally including USA, Canada, and UK.
- Experience with Power BI, SQL, or Workday reporting and analytics tools (custom reports, calculated fields, dashboards, or Prism Analytics); Power BI or SQL experience is expected at the Senior Analyst level.
- Familiarity with data governance and master data management practices (e.g., data dictionaries, data stewardship, and data quality metrics).
- Familiarity with integration concepts and tools (e.g., Enterprise Interface Builders (EIBs)/ Core Connectors/ Workday Studio for 834 EDI benefit files, or external SFTP file transfers).
- Experience with a Workday HCM implementation or HCM data migration.
- Relevant certifications such as FPC (PayrollOrg), CCP or CBP (WorldatWork), or SHRM-CP.
- Experience in real estate, healthcare, senior living, or hospitality environments.
CORE COMPETENCIES
Analytical rigor and attention to detail, data-driven storytelling, systems thinking, root-cause problem solving, integrity and discretion with confidential data, a service mindset toward HC partners and employees, ownership and accountability, adaptability through large-scale change, and clear, concise communication.
ABOUT WELLTOWER
Welltower® Inc. (NYSE: WELL) an S&P 500 company, is the world's preeminent residential wellness and healthcare infrastructure company. Our portfolio of 1,500+ Seniors and Wellness Housing communities is positioned at the intersection of housing, healthcare, and hospitality, creating vibrant communities for mature renters and older adults in the United States, United Kingdom, and Canada. We also seek to support physicians in our Outpatient Medical buildings with the critical infrastructure needed to deliver quality care.
Our real estate portfolio is unmatched, located in highly attractive micro-markets with stunning built environments. Yet, we are an unusual real estate organization as we view ourselves as a product company in a real estate wrapper driven by relationships and unconventional culture. Through our disciplined approach to capital allocation powered by our data science platform and superior operating results driven by the Welltower Business System, we aspire to deliver long-term compounding of per share growth and returns for our existing investors – our North Star.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights (https://www.eeoc.gov/poster) notice from the Department of Labor.
WELLTOWER – REIMAGINE REAL ESTATE WITH US
At Welltower, we're transforming how the world thinks about senior living and wellness-focused real estate. As a global leader in residential wellness and healthcare infrastructure, we create vibrant, purpose-driven communities where housing, healthcare, and hospitality converge. Our culture is fast-paced, collaborative, and endlessly ambitious—guided by our mantra: The only easy day was yesterday.
We're looking for bold, independent thinkers who thrive on challenges, embrace complexity, and are driven to deliver long-term value. Every team member is empowered to think like an owner, innovate fearlessly, and lead from where they stand. If you're passionate about outcomes and inspired by the opportunity to shape the future of healthcare infrastructure, we want you on our best-in-class team.
ABOUT THE ROLE
The Human Capital Technology Analyst is a hands-on systems, data, and analytics role supporting all of the platforms and processes that attract, hire, develop, pay, reward, and protect Welltower's corporate employees. Reporting to the Senior Manager / Director, Human Capital Technology, this person owns day-to-day configuration, maintenance, data management, and reporting across all Human Capital technology, spanning Total Rewards, Talent Management, and Talent Acquisition, for the United States, Canada, and the United Kingdom. The role will also be a core contributor to Welltower's transition from UKG Pro to Workday HCM.
The role suits someone who enjoys both sides of the work: understanding how an HC process, such as a pay rule, merit cycle, requisition approval, or performance review, should behave, and then making sure the system, data, integrations, and reports behave that way. The position will be filled at the Analyst or Senior Analyst level based on experience, with the Senior Analyst carrying greater ownership of complex configuration, data domains, workstream leadership, and mentoring.
KEY RESPONSIBILITIES
HC Technology Administration & Support
- Configure, maintain, and support all HC system functionality in UKG Pro today and Workday HCM in the future state, including business processes, organizational structures, job and position data, notifications, and security roles, along with adjacent HC applications and their integrations.
- Process and audit system transactions and mass data changes (e.g., reorganizations, job changes, cost center updates), ensuring accuracy, completeness, and appropriate approvals.
- Triage and resolve HC system requests and issues through Case Management Tool (JIRA/ ServiceNow, etc.), performing root-cause analysis and documenting resolutions so recurring problems are fixed at the source.
- Support vendor releases and system upgrades by reviewing release notes, assessing impact on configuration and integrations, and executing regression testing.
- Administer user access and security role assignments and support periodic access reviews.
HC Master Data Management
- Serve as data steward for core HC data domains (worker, job and position, organization, compensation, benefits, and talent data), maintaining the HC data dictionary, data standards, and naming conventions.
- Govern the creation and change of HC reference data (e.g., job codes, job families, grades, locations, and org units) through a controlled request-and-approval process.
- Run scheduled data quality audits and exception reports, track data quality metrics, and resolve root causes with data owners.
- Reconcile HC data with Finance and IT (e.g., headcount, cost centers, and identity provisioning) so the HCM remains the trusted system of record.
HC Reporting, Analytics & Visualization
- Build and maintain reports and dashboards (UKG Pro/ Workday reporting, Power BI, and Excel) for Total Rewards, Talent Management, Talent Acquisition, and HC leadership.
- Apply standard metric definitions (e.g., headcount, turnover, time-to-fill, and compa-ratio) consistently across all reporting, and maintain the HC metric library.
- Develop self-service dashboards for HC Business Partners and leaders, with role-based security aligned to HCM access.
- Prepare data, analysis, and visualizations that support workforce decisions and leadership materials, and fulfill ad hoc data requests.
Total Rewards Systems (Payroll, Compensation & Benefits)
- Serve as the primary systems partner to the Payroll team across US, Canadian, and UK payrolls, supporting configuration of pay groups, earnings, deductions, taxes, and accruals.
- Monitor payroll-related integrations and outbound files (e.g., general ledger, time and attendance, retirement provider, garnishment and tax vendors), resolving discrepancies with Payroll, Finance, and vendors.
- Support annual and off-cycle compensation processes (merit, bonus, and long-term incentive) through system configuration, eligibility rules, worksheet setup, manager support, and post-cycle data loads and validation.
- Maintain compensation structures in the system, including pay grades and ranges, compensation plans, and job-to-grade mappings, partnering with Total Rewards to keep HCM data aligned.
- Configure and maintain benefit plans, eligibility rules, rates, life event processing, support annual Open Enrollment setup, testing, communications support, and post-enrollment audits.
- Support benefits compliance reporting and data requests, such as ACA reporting (1095-C), Form 5500, and nondiscrimination testing.
Talent Management Systems
- Configure and support performance management, goal setting, talent review, succession, and learning processes, including cycle setup, eligibility, manager support, and post-cycle data validation.
- Provide talent data and reporting (e.g., performance distributions, succession coverage, and learning completion) to support talent decisions.
Talent Acquisition Systems
- Support applicant tracking, requisition and offer workflows, and onboarding, including integrations between recruiting tools and the HCM.
- Maintain recruiting data quality and deliver Talent Acquisition reporting (e.g., requisition pipeline, time-to-fill, and source effectiveness).
Data Privacy & Compliance
- Handle highly sensitive data (compensation, PII, health, and banking information) in line with Welltower's data classification and privacy standards, including for USA – HIPAA and CCPA/CPRA (California), Canada - PIPEDA, and UK – GDPR where relevant.
- Support SOX, internal audit, and external audit requests with documentation, evidence, and control testing.
Workday HCM Transition
- Serve as a subject-matter expert on current-state HC processes and data during Workday design, translating requirements across Total Rewards, Talent Management, and Talent Acquisition.
- Lead data cleansing and conversion activities, execute testing, and support adoption and optimization after go-live.
Other Duties
Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of this employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.
MINIMUM REQUIREMENTS
Required
- Bachelor's degree in Information Systems, Human Resources, Business Administration, Finance, Accounting, or a related field, or equivalent experience.
- Analyst: 2+ years of experience in HRIS, HC data and reporting, payroll, compensation and benefits, or talent systems. Senior Analyst: 5+ years, including hands-on configuration in an enterprise HCM platform.
- Hands-on experience with at least one enterprise HCM platform (Workday, UKG, ADP, Dayforce, SAP SuccessFactors, or Oracle HCM).
- Working knowledge of HC processes across Total Rewards (payroll, compensation, and benefits), Talent Management (performance, succession, and learning), and Talent Acquisition (recruiting and onboarding).
- Advanced Excel skills (e.g., lookups, pivot tables, data validation) and comfort working with large data sets.
- Experience with system testing, data validation, reconciliation, and data quality management.
- Experience building reports and dashboards that turn HC data into clear insight for non-technical audiences.
- High attention to detail and absolute discretion with confidential employee and compensation data.
- Clear written and verbal communication, with the ability to explain system issues to non-technical partners.
- Ability to manage multiple priorities against firm deadlines such as payroll, open enrollment, compensation, and performance cycles.
Preferred
- Workday HCM experience (Core HCM, Payroll, Compensation, Benefits, Talent, Recruiting, or Absence); Workday certification is a strong plus, particularly at the Senior Analyst level.
- Experience supporting multi-country HC processes, ideally including USA, Canada, and UK.
- Experience with Power BI, SQL, or Workday reporting and analytics tools (custom reports, calculated fields, dashboards, or Prism Analytics); Power BI or SQL experience is expected at the Senior Analyst level.
- Familiarity with data governance and master data management practices (e.g., data dictionaries, data stewardship, and data quality metrics).
- Familiarity with integration concepts and tools (e.g., Enterprise Interface Builders (EIBs)/ Core Connectors/ Workday Studio for 834 EDI benefit files, or external SFTP file transfers).
- Experience with a Workday HCM implementation or HCM data migration.
- Relevant certifications such as FPC (PayrollOrg), CCP or CBP (WorldatWork), or SHRM-CP.
- Experience in real estate, healthcare, senior living, or hospitality environments.
CORE COMPETENCIES
Analytical rigor and attention to detail, data-driven storytelling, systems thinking, root-cause problem solving, integrity and discretion with confidential data, a service mindset toward HC partners and employees, ownership and accountability, adaptability through large-scale change, and clear, concise communication.
ABOUT WELLTOWER
Welltower® Inc. (NYSE: WELL) an S&P 500 company, is the world's preeminent residential wellness and healthcare infrastructure company. Our portfolio of 1,500+ Seniors and Wellness Housing communities is positioned at the intersection of housing, healthcare, and hospitality, creating vibrant communities for mature renters and older adults in the United States, United Kingdom, and Canada. We also seek to support physicians in our Outpatient Medical buildings with the critical infrastructure needed to deliver quality care.
Our real estate portfolio is unmatched, located in highly attractive micro-markets with stunning built environments. Yet, we are an unusual real estate organization as we view ourselves as a product company in a real estate wrapper driven by relationships and unconventional culture. Through our disciplined approach to capital allocation powered by our data science platform and superior operating results driven by the Welltower Business System, we aspire to deliver long-term compounding of per share growth and returns for our existing investors – our North Star.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights (https://www.eeoc.gov/poster) notice from the Department of Labor.
Head of Human Capital Jobs by Experience Level
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Find Head of Human Capital JobsHead of Human Capital Job Market
Who's Hiring
- Augmentis41A
- Capital One29
- JPMorganChase25
- Deloitte24
- Synertex17
Top Industries Hiring
- Banking & Financial Services28
- Investment & Asset Management17
- Construction & Real Estate10
- Mining & Natural Resources7
- Consulting & Professional Services7
What Employers Look For
The qualifications that appear most often in head of human capital jobs.
- Ten or more years of progressive HR leadership experience across multiple business units
- Demonstrated experience designing and executing enterprise-wide talent and workforce strategies
- Proven ability to partner with C-suite executives and boards on organizational decisions
- Strong command of HR technology platforms including core HRIS and applicant tracking systems
- Experience leading teams through mergers, acquisitions, rapid scaling, or significant restructuring
- Advanced degree in human resources, organizational psychology, business administration, or a related field
Tips for Your Head of Human Capital Job Search
Quantify organizational impact on your resume
Head of human capital roles require proof of scale. Replace vague claims with numbers tied to workforce outcomes: headcount you've managed, retention improvements you've driven, or the size of HR budgets you've owned. Hiring committees want evidence, not responsibilities.
Align your application to the company's growth stage
A head of human capital at a 50-person startup does very different work than one at a 5,000-person enterprise. Read the job description for signals like 'build from scratch' or 'scale existing programs' and mirror that language directly in your cover letter and resume summary.
Apply early to roles that fit
Migrate Mate lists head of human capital openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Highlight cross-functional leadership in interviews
Interviewers for this role almost always probe how you've partnered with finance, legal, and the executive team. Prepare two or three stories where you drove a people initiative that required buy-in from outside HR, and be ready to describe the specific business outcome it produced.
Target postings by organizational challenge not job title
Many companies post this role under different titles: Chief People Officer, VP of People, or Head of Talent. Search for the underlying problem the company is solving, such as rapid hiring, culture change, or post-merger integration, and your application will stand out as a fit for the actual need.
Negotiate scope before you negotiate compensation
Before discussing pay, clarify reporting structure, board access, and whether you own all people functions or only a subset. The scope of this role varies enormously between organizations, and what you agree to on day one shapes your leverage and your ability to deliver results.
Head of Human Capital Jobs: Frequently Asked Questions
Which companies are hiring the most head of human capitals?
The most active employers for head of human capitals right now are Augmentis, Capital One, and JPMorganChase, and the most openings are in New York, Texas, and California, based on current listings on Migrate Mate as of November 2026. Healthcare systems, financial services firms, and fast-scaling technology companies tend to post these roles most frequently.
How many head of human capital jobs are remote?
About 68% of head of human capital openings are fully remote or hybrid as of November 2026, though the share varies widely by industry and company size. Sub-functions like people analytics, HR policy design, and total rewards tend to offer more location flexibility than roles requiring regular in-person executive presence or site-level people management.
How do you become a head of human capital?
Most people who reach this role build a foundation in a core HR discipline, such as talent acquisition, compensation, or HR business partnering, then deliberately expand into adjacent functions over time. Getting exposure to workforce planning, organizational design, and executive stakeholder management is essential. Many heads of human capital also pursue a graduate degree or senior HR certification to signal readiness for enterprise-level leadership.
Can you get a head of human capital role with limited experience?
Getting hired as a head of human capital with limited experience is difficult at large organizations, but smaller companies and nonprofits sometimes hire strong HR managers into this title when the people function is being built from scratch. Your best path is to take on stretch projects that demonstrate strategic impact, such as leading a compensation redesign, owning a large recruiting initiative, or managing an HR team through a business transformation.
What does the head of human capital interview process look like?
The process typically begins with a recruiter or HR screen, followed by a panel interview with the CEO or executive team, and often includes a business case or strategic presentation round where you are asked to diagnose a people challenge and propose a solution. Final rounds frequently involve conversations with board members or key business unit leaders, and reference checks focus heavily on how you've led through organizational change.
Where can I find and apply to head of human capital jobs?
You can find and apply to head of human capital jobs on Migrate Mate, which lists current openings from across the United States. Search the roles available, find the ones that match your background and goals, and apply directly to each listing that fits.
See All 1,404+ Head of Human Capital Jobs
Find roles that match your experience and apply in just a few clicks.
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