Senior Director HRIS

Lead the assessment and redesign of the HRIS organization, including structure, roles, processes, decision rights, leadership layers, partner interfaces, and service expectations, to build a scalable operating model across HRIS, IT, People Analytics, and vendor partners.

Translate the future-state vision into short-, medium-, and long-term execution plans with defined objectives, milestones, owners, dependencies, capacity needs, risks, and measurable business outcomes.

Build a product-oriented, service-minded HRIS function with clear platform ownership, managed backlogs, release practices, quality standards, support models, and accountability for business and operational results.

Direct the development and maturity of core HRIS capabilities, including product ownership, configuration, integrations, QA, data governance, vendor management, production support, portfolio management, and stakeholder engagement.

Strengthen offshore and partner delivery models by defining scope, service levels, handoffs, escalation paths, quality controls, documentation standards, and performance expectations for L2/L3 support, QA, reporting, and execution work.

Partner as the senior HRIS leader with IT to strengthen architecture, environments, integration patterns, security, controls, release governance, and support models across the existing HR platform ecosystem.

Co-lead practical HR data governance with People Analytics by clarifying data definitions, source systems, ownership, lineage, access controls, reporting standards, stewardship routines, and decision-making forums.

Ensure HRIS solutions enable reliable executive dashboards, self-service analytics, operational reporting, and future predictive insights by improving upstream data quality, integration design, process consistency, and governance discipline.

Create and govern digital transformation readiness plans across multiple markets/sites, including process standardization, data cleanup, integration dependencies, access and security models, documentation, change management, and business engagement ahead of formal implementation activity.

Provide senior leadership oversight for integrations across iCIMS, ServiceNow HR Service Delivery, UKG Workforce Management, UKG Payroll/CoreHR, and related platforms, reducing risk, improving data flow, and increasing visibility into issues and dependencies.

Identify and sponsor HR platform enhancements that reduce manual work, improve accuracy, strengthen controls, increase scalability, and improve teammate, leader, and HR stakeholder experiences.

Translate the HR AI roadmap into governed pilots and scalable solutions by partnering with HR process owners and enterprise stakeholder to prioritize use cases based on business value, feasibility, and risk; establish appropriate data protection, human oversight, testing, and approval checkpoints with enterprise partners; and measure adoption, outcomes, and ongoing performance before expanding deployment.

Represent HR Technology in senior cross-functional optimization efforts across HR, IT, Finance, Operations, vendors, and business stakeholders, ensuring HR strategy, dependencies, risks, decisions, funding needs, and change impacts are clearly understood and addressed.

Establish and govern demand management and prioritization across the HRIS function through clear intake channels, prioritization criteria, product-line backlogs, quarterly planning routines, and transparent decision-making processes.

Define sustainable staffing, capacity, and sourcing models across onshore/offshore resources, build/run work, product ownership, configuration, integrations, QA, reporting, production support, and strategic initiatives.

Implement standard tools, templates, documentation practices, dashboards, operating routines, and delivery metrics that improve consistency, visibility, governance, and performance across HR Technology work.

Ensure the HRIS roadmap is maintained, governed, socialized, and used as a functional planning mechanism to align resources, sequencing, risks, dependencies, and execution across major HR priorities.

12+ years of progressive HR Technology or enterprise systems leadership experience, including accountability for enterprise HR platforms, integrations, data quality, governance, production support, and technology-enabled process improvement.

Demonstrated experience leading managers, senior professional staff, matrixed partners, offshore resources, and vendors through multiple layers of delivery accountability.

Proven ability to develop, translate, and execute functional strategies and operating objectives for a major HR functional area with impact across multiple HR disciplines, stakeholder groups, and markets/sites.

Track record resolving highly complex, cross-functional business problems and driving programs that improve service delivery, platform reliability, data integrity, controls, and teammate or leader experience.

Strong experience partnering with IT, People Analytics, HR Operations, HRBPs, COEs, Finance, Operations, vendors, and business leaders through clear governance, influence, communication, and disciplined follow-through.

Strong understanding of product-oriented HRIS delivery across Oracle HCM, UKG, UKG Workforce Management, iCIMS, ServiceNow HRSD, integrations, reporting, security, and data governance.

Experience with vendor strategy, SOW and contract negotiation, budget stewardship, resource planning, portfolio governance, and executive-level status reporting.

Functional strategy leadership with the ability to translate business and HR priorities into an executable HR Technology roadmap, operating model, and measurable outcomes.

Leadership through others, including managers, senior professionals, matrixed partners, vendor resources, and offshore teams.

Enterprise partnership and senior stakeholder influence across HR, IT, analytics, operations, finance, vendors, and business leaders.

Complex problem solving and decision-making across major functions, platforms, delivery teams, and stakeholder groups.

Operational discipline with strong governance, accountability, prioritization, delivery rigor, risk management, and performance measurement.

Technical and data acumen across cloud/SaaS HR platforms, integrations, reporting, data quality, security, controls, and digital transformation readiness.

Change leadership with the ability to move a function from reactive support to proactive, product-oriented service delivery and scalable continuous improvement.