HRIS Director

Role Overview

The
HRIS Director
is a senior HR leader responsible for defining and executing the strategic vision across
HR Operations, HR Technology, HR Analytics, Payroll, Compliance, and HR Shared Services
for a region or global organization.

This role drives operational excellence and digital transformation by optimizing HR processes, maximizing the value of HR systems, enabling data-driven decision-making, and ensuring accurate, compliant, and scalable HR operations. The HRIS Director plays a critical role in delivering an efficient HR Shared Services model that enhances the employee experience while enabling HR leaders and centers of excellence to focus on strategic priorities.

Key Responsibilities

HRIS, HR Operations & Shared Services

• Define and execute the HRIS and HR Shared Services strategy and roadmap aligned with business objectives.
• Optimize HR processes through automation, self-service technologies, and digital solutions to improve efficiency, accuracy, and employee experience.
• Lead and develop HRIS and HR Shared Services teams, managing people, resources, budgets, and timelines.
• Oversee execution and delivery of HRIS and HRSSC activities, ensuring service quality, compliance, and continuous improvement.
• Serve as a subject-matter expert on HR processes, systems, and people data, partnering with HR leaders, COEs, IT, and cross-functional stakeholders.
• Provide project management and change leadership for HR initiatives and system implementations.
• Oversee communication, training, and adoption of new HR systems and digital services.

HR Technology & Digital Transformation

• Define and lead the HR technology strategy and roadmap to maximize value across the HR systems landscape.
• Own deployment, maintenance, governance, and optimization of HR systems globally or regionally.
• Manage partnerships with HRIS vendors and external service providers.
• Support HRIS activities related to mergers, acquisitions, and organizational growth.
• Build business cases, lead vendor evaluations, and define system requirements.
• Partner with IT to ensure system scalability, integration, security, and ongoing support.
• Drive adoption of HR technologies through structured change management and digital enablement.
• Oversee system access controls, segregation of duties, and periodic access reviews.
• Ensure secure data integration and