Director - HRIS & People Analytics

HASI•Annapolis, MD

1d•$175,000 - $220,000

About The Position

HASI is an investor in sustainable infrastructure assets advancing the energy transition. With more than $16 billion in managed assets, our investments are diversified across multiple asset classes, including utility-scale solar, storage, and onshore wind; distributed solar and storage; RNG; and energy efficiency. We combine deep expertise in energy markets and financial structuring with long-standing programmatic client partnerships to deliver superior risk-adjusted returns and measurable environmental benefits. HA Sustainable Infrastructure Capital, Inc. is listed on the New York Stock Exchange (Ticker: HASI). For more information, please visit hasi.com. We are seeking a senior Human Resources Operations leader to build, optimize, and scale core people systems, programs, and practices across the organization. This role will be responsible for managing the strategic development and ongoing administration of all HR Information System(s) programs, governance, optimization, and innovation, ensuring alignment with the organization's mission and vision. This position provides direction in the development and implementation of HR systems policies, practices and procedures to ensure compliance with all organizational, state, federal and local regulatory laws, standards and practices. This position will also be responsible for partnering with HR Leadership, our Data, Tech Infra & Operations team, and executive stakeholders to build and deliver scalable HRIS infrastructure capable of supporting robust reporting, advanced analytics, and data-driven insights aligned with business objectives. The ideal candidate is both strategic and execution-oriented: someone who can assess current-state processes, implement fit-for-purpose systems and controls, and partner effectively with leaders and employees to strengthen the employee experience and organizational effectiveness.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field; advanced degree or relevant certification preferred.
At least 8 years of progressive experience in human resources, people operations, HRIS, talent management, or a related function, including substantial recent experience in HR operations leadership.
Significant recent experience evaluating and implementing HRIS and related systems, including software supporting HR, payroll, recruiting, and people operations processes.

Responsibilities

Partner with HR leadership to identify opportunities for automation, system optimization, reporting, and data-driven improvements across the employee lifecycle, including onboarding, offboarding, employee records, compliance, and reporting.
Evaluate, select, implement, and optimize HRIS and related HR technology platforms, including systems supporting applicant tracking, payroll, benefits administration, recruiting, onboarding, performance management, and employee data management.
Serve as a key internal lead for HR systems strategy, vendor selection, implementation planning, change management, user adoption, and ongoing system administration and enhancement.
Support recruiting, hiring, onboarding, and talent processes across the organization, helping to build scalable and effective talent practices through HR technology, reporting, analytics, and process optimization.
Partner with HR leadership to provide market data, analytics, HRIS capabilities, and reporting that enable competency frameworks, career architecture, job leveling, and compensation benchmarking practices to support fair, competitive, and business-aligned talent decisions.
Design, implement, and facilitate robust training programs for managers and employees, including people-management training, workplace expectations, policy education, and other professional development initiatives.
Draft, maintain, and improve employee handbooks, policies, procedures, and related communications to ensure they are compliant, practical, and accessible to employees.
Partner with HR Business Partners and business leaders to deliver workforce analytics, organization insights, and data to support organizational effectiveness, team development, performance management, workforce planning, and other people matters.
Partner with payroll, finance, legal, and business leaders to ensure sound HR processes, documentation, controls, and compliance practices.
Use data, reporting, and metrics to inform decision-making, identify trends, and drive continuous improvement in HR operations and people programs.
Manage HR vendors and external service providers as needed, including system providers, recruiters, trainers, and other consultants.
Support and/or lead special projects and broader people initiatives as the organization grows and evolves.