Director HRIS, Compensation, & Analytics

ROUSH•Livonia, MI

12d

About The Position

The Director of HRIS, Compensation, & Analytics provides strategic leadership and oversight for the organization’s human resources information systems, compensation programs, and people analytics. Reporting directly to the Chief Human Resources Officer (CHRO), the Director ensures the integrity, effectiveness, and strategic alignment of HR technology, workforce data, compensation structures, and pay practices. The role leads the development and continuous improvement of HR systems and compensation strategies to support organizational objectives, operational efficiency, internal equity, external competitiveness, and the employee experience. The Director partners with executive leadership, Finance, IT, and HR leaders to apply technology, analytics, and market insights to workforce decisions. The position also leads and develops HRIS and compensation team members and advises the CHRO and senior leaders on workforce data, compensation trends, organizational effectiveness, and HR operations.

Requirements

Bachelor’s degree in Business Administration, Human Resources, Information Systems, Finance, or a related field.
Minimum of 10 years of progressive professional experience in HRIS, compensation, human resources, or a combination of these disciplines.
Demonstrated experience leading HRIS strategy, system administration, data governance, and technology optimization.
Experience using HR analytics, reporting tools, and workforce data to support business decisions.
Ability to manage complex projects, collaborate with executive leadership and cross-functional teams, and drive scalable process improvements.
Strong analytical, problem-solving, communication, and organizational skills.
Ability to handle confidential information with discretion and sound judgment.
Strong knowledge of compensation program design, salary structures, market benchmarking, pay equity, and compensation planning.
Advanced knowledge of HR information systems, integrations, data structures, reporting tools, and technology-enabled process improvement.
Ability to lead, coach, and develop HRIS and compensation professionals while fostering accountability and collaboration.

Nice To Haves

Master’s degree in Business Administration, Human Resources, Organizational Development, Information Systems, or a related field.
Professional certification in compensation or human resources, such as Certified Compensation Professional (CCP), SHRM-SCP, or SPHR.
Experience with enterprise HRIS platforms and related reporting, analytics, and integration tools.
Experience leading HR technology implementations, system transformations, or compensation program redesigns.
Experience developing scalable HR processes and compensation strategies within a complex or multi-location organization.

Responsibilities

Develop and execute the HRIS strategy and roadmap, aligning systems, technology, and processes with organizational goals, workforce needs, and the broader HR strategy.
Oversee the configuration, maintenance, implementation, and continuous improvement of HRIS platforms, including core HR, organizational management, employee data, reporting, and system integrations.
Establish standards for HR data governance, accuracy, security, and reporting; develop dashboards, workforce analytics, and executive reports to inform strategic decisions.
Lead the design, administration, and evaluation of compensation programs, including base pay, salary structures, job architecture, incentive plans, and other compensation practices.
Oversee salary surveys, market benchmarking, internal equity assessments, and pay equity analyses.
Oversee compensation planning and administration, including annual merit increases, salary planning, incentive compensation, and compensation budgeting.
Provide strategic oversight of payroll operations, ensuring accurate and timely payments, effective processes, and alignment among compensation programs, HRIS, and payroll systems.
Partner with Finance and HR leadership on workforce cost management and financial planning.
Ensure HRIS practices and compensation programs comply with applicable federal, state, and local laws and regulations, organizational policies, and internal controls; safeguard confidential employee and compensation data.
Manage HRIS and compensation vendors, contracts, system enhancements, implementations, and projects; evaluate technology solutions and emerging capabilities.
Lead, develop, and mentor HRIS and compensation team members.
Provide strategic guidance to the CHRO and senior leaders on workforce data, compensation trends, organizational effectiveness, and opportunities to improve HR operations.