Compensation Operations & HRIS - Associate Director

EY • Hartford, DC

1d

About The Position

The HRIS Operations Manager (Associate Director) is responsible for the hands-on operational management, data integrity, testing execution, and release readiness of U.S. compensation and core HR systems, with a primary focus on SAP SuccessFactors (Employee Central and Compensation) and closely integrated tools.

This role acts as the day-to-day functional owner and operational subject matter expert for compensation related HRIS processes, ensuring accurate data flow between CoreHR, SuccessFactors Compensation, Compensation Modeling Tool (CMT), CompAnalyst, ServiceNow, and downstream vendors. The role partners closely with Compensation, Talent, HR Technology, Payroll, GCO, Risk and external vendors.

Requirements

• 12-15+ years of progressive experience in HRIS operations, compensation systems, or HR technology
• Advanced degree or equivalent work experience.
• Demonstrated experience supporting large‑scale compensation cycles in a complex organization
• Strong Excel skills
• Hands‑on experience with SAP SuccessFactors strongly preferred
• Experience with system testing, data governance, and production support
• Strong hands on HRIS functional expertise with the ability to troubleshoot data and system issues
• High attention to detail, controls, and data accuracy
• Ability to manage multiple operational workstreams during peak compensation periods
• Clear written and verbal communication for explaining system impacts to non-technical stakeholders
• Comfort working directly with vendors and HR Technology partners
• Ability to quickly assess impact of various Core HR/organizational changes on all compensation operations

Nice To Haves

• Background in professional services or another large, matrixed organization is a plus

Responsibilities

• Serve as the primary operational owner for U.S. compensation‑related HRIS processes within SAP SuccessFactors Employee Central and Compensation.
• Manage day‑to‑day system operations supporting annual, mid‑year, and off‑cycle compensation events (salary increases, bonuses, promotions, progressions).
• Partner with HR Technology and vendors to execute approved enhancements, configuration changes, and production releases, ensuring business readiness rather than owning enterprise system strategy.
• Execute and oversee mass data uploads and corrections (job changes, salary, promotions, progressions, eligibility flags, service dates) using approved templates and controls.
• Ensure data accuracy and consistency across CoreHR, SF Comp, and downstream tools prior to and during compensation cycles.
• Identify data limitations (fields that cannot be corrected online) and coordinate mass‑load or ServiceNow‑based remediation.
• Act as the functional point of contact for compensation‑related interfaces (e.g., CoreHR SF Comp, CompAnalyst, service award vendors).
• Review interface files for field completeness, logic alignment, exclusions, and data quality; raise issues and coordinate fixes with vendors and HR Technology.
• Support interface changes related to job architecture updates, new attributes, and regulatory or program changes.
• Lead UAT execution for compensation systems, including: Defining test scenarios and data changes Coordinating tester participation Validating calculations, eligibility, hierarchies, and modeled outputs
• Track defects, support remediation testing, and confirm go‑live readiness.
• Provide operational support during hypercare periods, triaging issues and escalating through ServiceNow as needed.
• Monitor SuccessFactors Change History to identify system‑generated vs. user‑initiated changes impacting compensation.
• Ensure Compensation Reviewers and Facilitators understand which changes require re‑planning or manual intervention.
• Support audit and control requirements by validating data changes, documenting impacts, and flagging risk areas.
• Serve as a hands‑on advisor to Compensation and Talent teams on system behavior, late changes, and operational constraints.
• Contribute to training materials, job aids, and work instructions for compensation system users.
• Translate business needs into clear, executable requirements for HR Technology and vendors.
• Support Compensation Director with ad hoc reporting and analytics
• Manage Service Award Anniversary Program operations including updating service dates, vendor interfaces, researching anniversary date issues
• Support Risk Management with EEO and OFCCP data requests
• Keep current with government regulations that could impact compensation (salary threshold)
• Manage payout of frozen vacation balances to newly promoted partners

Benefits

• We offer a comprehensive compensation and benefits package where you’ll be rewarded based on your performance and recognized for the value you bring to the business.
• The base salary range for this job in all geographic locations in the US is $136,700 to $263,200.
• The base salary range for New York City Metro Area, Washington State and California (excluding Sacramento) is $164,100 to $299,100.
• Individual salaries within those ranges are determined through a wide variety of factors including but not limited to education, experience, knowledge, skills and geography.
• In addition, our Total Rewards package includes medical and dental coverage, pension and 401(k) plans, and a wide range of paid time off options.
• Under our flexible vacation policy, you’ll decide how much vacation time you need based on your own personal circumstances. You’ll also be granted time off for designated EY Paid Holidays, Winter/Summer breaks, Personal/Family Care, and other leaves of absence when needed to support your physical, financial, and emotional well-being.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level