Director - HRIS and Benefits

Oak Hill/Gilead•Hartford, CT

About The Position

The Director, HRIS & Benefits provides strategic leadership and functional expertise for Oak Hill’s Human Resources Information System (HRIS), HR data and reporting, and employee benefits programs. The role partners with HR leadership, Information Technology, Finance, brokers, vendors, and organizational leaders to ensure HR technology and benefit programs support business objectives, operational needs, compliance requirements, and the employee experience. The Director optimizes Dayforce functionality, ensures the integrity and effectiveness of HR systems and data, oversees benefits administration and compliance, and identifies opportunities to improve HR processes, reporting, and service delivery. The position also leads and develops assigned staff and manages multiple projects and initiatives.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Information Systems, or a related field.
Minimum of 7–10 years of progressive Human Resources experience, including at least five years of significant HRIS, HR data/reporting, and project management responsibility.
Strong knowledge of employee benefits administration and applicable regulatory requirements.
Demonstrated experience leading HR technology implementations, enhancements, integrations, or system optimization initiatives.
Prior experience managing and developing staff.
Strong analytical skills and ability to interpret HR, benefits, utilization, and workforce data and translate findings into actionable recommendations.
Ability to handle confidential and sensitive employee information with discretion.
Strong planning, organizational, and project management skills.
Excellent verbal and written communication skills, including communication with employees, leadership, vendors, and technical partners.
Strong proficiency in Microsoft Excel, Word, PowerPoint, and Outlook.
Ability to collaborate across functions and manage competing priorities in a changing environment.

Nice To Haves

Master’s degree.
Dayforce experience.

Responsibilities

Provide strategic and operational leadership for Dayforce administration, including configuration, optimization, upgrades, enhancements, integrations, and implementations.
Oversee Dayforce functionality and configuration across applicable modules and technical areas.
Serve as the primary HRIS liaison among Human Resources, Information Technology, Finance, vendors, and other stakeholders.
Evaluate HR technology needs and recommend system enhancements and process improvements.
Identify system risks, gaps, and opportunities and develop recommendations to strengthen HR operations.
Establish priorities and coordinate system support with IT, HR functional leaders, vendors, and other stakeholders.
Plan, budget, and forecast HR technology needs, applications, enhancements, and investments.
Monitor Dayforce and vendor product roadmaps and assess the impact of upcoming changes on HR operations.
Ensure HRIS data integrity, security, confidentiality, and appropriate system access.
Lead HR reporting and analytics, interpreting business requirements and developing accurate, useful reports.
Support the use of HR data and analytics to identify workforce trends and inform organizational decisions.
Oversee employee benefits programs, including health and welfare plans, retirement programs, disability and life insurance, wellness programs, and other benefits.
Guide benefits administration, plan interpretation, eligibility, and related processes.
Maintain compliance with applicable federal and state benefit requirements, including PPACA, ERISA, IRS, and DOL requirements.
Ensure plan documents, notices, filings, audits, and regulatory documentation are accurate and current.
Partner with brokers, consultants, carriers, and vendors to evaluate plan performance, service delivery, costs, utilization, and employee needs.
Analyze utilization, claims, enrollment, and cost data to identify trends, risks, and improvement opportunities.
Recommend benefit plan design, process, vendor, or program changes that support organizational objectives, financial sustainability, and employee needs.
Support annual benefit renewals, open enrollment, employee communications, and implementation of benefit program changes.
Build partnerships with HR colleagues and organizational leaders to align HRIS and benefits strategies with organizational priorities.
Lead and develop assigned staff, setting clear expectations, priorities, and accountability.
Manage multiple projects and initiatives while ensuring timelines, budgets, and organizational objectives are achieved.
Continuously evaluate HRIS and benefits processes and identify opportunities to improve efficiency, employee experience, and service quality.