Director, HRIS & Total Rewards

Britebound•Boston, MA

2d•$115,000 - $157,000•Hybrid

About The Position

Britebound is a national non-profit that supports middle and high school learners in exploring interests, experiencing potential careers, and finding education-to-career pathways. The Director, HRIS & Total Rewards leads the organization’s HR technology and total rewards operations. This hands-on leadership role is accountable for a reliable UKG environment, accurate employee data and integrations, effective benefits administration, and sound compensation processes. The Director personally handles complex configurations, data work, and escalations while setting priorities, developing staff, and advising the Vice President People and Culture. The role also assesses future HRIS options and, if approved, leads the functional transition to a new platform. The Director sets the HR technology roadmap and governance standards; owns UKG Pro configuration, workflows, reporting, integrations, upgrades, and vendor support; oversees data quality, integrations, analytics, and controls; and leads HRIS platform assessment and any approved implementation. The position leads benefits administration, renewals, and open enrollment, and directs operational compensation processes including salary ranges, market pricing, equity reviews, and compensation cycles. The Director manages assigned staff, maintains vendor relationships and operating calendars, and partners with Payroll, Finance, IT, Talent Acquisition, Learning and Development, and other leaders. The role is based on a hybrid schedule requiring two days per week at Britebound’s Boston headquarters. Duties may be adjusted as organizational needs evolve. The job description does not create a contract of employment.

Requirements

At least 8 years of progressive HRIS or HR technology experience, including at least 5 years as a primary systems administrator directly responsible for configuration, reporting, security, data integrity, integrations, and ongoing operations.
At least 5 years of benefits administration experience, including at least 3 years leading the benefits function with accountability for renewals, open enrollment, vendor management, and compliance.
At least 3 years of direct staff management experience, including setting expectations, coaching and developing employees, managing performance, and ensuring quality and timely work.
Progressive leadership experience spanning HRIS and total rewards, with accountability for system operations, benefits administration, compensation cycles, vendor relationships, internal controls, and cross-functional projects.
Deep, hands-on UKG Pro expertise in configuration, reporting, data feeds, and payroll and benefits interfaces, plus practical experience with other enterprise HRIS platforms.
Experience leading or substantially contributing as a functional leader to HRIS evaluation, selection, implementation, migration, or major modernization, including requirements gathering, data conversion, testing, and change management.
Strong knowledge of benefits administration and compensation practices, including market pricing, salary structures, compensation planning cycles, payroll dependencies, and data protection.
Demonstrated ability to partner with legal counsel and other specialists on applicable requirements.
Ability to translate complex systems and total rewards issues into clear recommendations for senior leaders, lead cross-functional projects, coach staff, and perform technical work directly.
Advanced data analysis and spreadsheet skills, sound judgment, discretion, strong communication skills, and vendor management skills.

Nice To Haves

10 years of HRIS or HR technology experience preferred.
5 years of direct staff management experience preferred.
Experience directing an HRIS replacement or leading a significant platform implementation across HR, Payroll, Finance, and IT.
Experience overseeing benefits renewals and compensation analyses in a mission-driven or comparably sized organization.
Relevant HR, benefits, compensation, project management, or HR technology certification.

Responsibilities

Set and deliver the HR technology roadmap in alignment with People and Culture priorities, and establish standards for governance, data quality, access, change control, documentation, and user experience.
Own UKG Pro, directing configuration, workflows, reporting, integrations, upgrades, and vendor support; personally build and troubleshoot complex configurations and critical transactions.
Coordinate changes to Learning, Recruiting, and People Analytics systems with their functional owners.
Assess UKG and other HRIS platforms, lead requirements gathering and vendor evaluations, compare costs and risks, and make recommendations to People and Culture leadership in partnership with Payroll, Finance, and IT.
If a replacement is approved, lead the functional implementation, including process design, data conversion, integration specifications, testing, training, cutover, and stabilization while protecting payroll and benefits continuity.
Approve and document system changes within delegated authority, including testing and downstream impact reviews; oversee role-based access, audit trails, retention practices, and secure employee-data handling with IT.
Set ownership, definitions, validation routines, and reconciliation standards for employee, job, pay, and benefits data; investigate material exceptions and correct root causes.
Own imports, exports, vendor feeds, and integrations with payroll, benefit carriers, retirement providers, and other approved systems; resolve high-impact issues and assign routine monitoring and follow-up.
Develop and validate workforce reports and dashboards, explain limitations, and use trends to recommend process improvements.
Maintain controls and documentation for recurring cycles, audits, data conversions, and vendor changes; coordinate risks and remediation with Finance and IT.
Lead administration and continuous improvement of health, welfare, retirement, and related programs; establish service standards and controls and personally resolve complex cases.
Direct annual open enrollment and renewal preparation, including vendor and broker coordination, system setup, testing, communications, enrollment review, and payroll validation.
Analyze benefits utilization, cost, service, and employee experience data; recommend program and vendor changes for leadership consideration.
Oversee benefits staff and coordinate leave-related benefits and pay information with administrators, Payroll, and providers; support required notices, filings, audits, and plan documentation with specialists.
Lead operational application of the compensation philosophy, job-based salary ranges, market pricing, and internal equity reviews; present recommendations to the Vice President People and Culture and implement approved decisions.
Direct merit, market adjustment, promotion, and incentive cycles, including eligibility, modeling, approvals, quality control, payroll coordination, and manager guidance; review complex calculations and exceptions.
Evaluate compensation and benefits program effectiveness, cost, and communication; prepare analysis and options for leadership while leaving final program and policy decisions to authorized leaders.
Lead and develop assigned staff, set priorities and service measures, review work quality, plan coverage, and maintain a direct workload in technically complex matters.
Own the annual HRIS and total rewards operating calendar, vendor relationships, process documentation, and continuous improvement priorities; report progress, risks, options, and resource needs to People and Culture leadership.
Partner with Payroll, Finance, IT, Talent Acquisition, Learning and Development, and other leaders to align processes and support organizational change.

Benefits

Depending on role eligibility, a bonus, 403(b) retirement plan participation, generous paid time off, and comprehensive health and life insurance benefits.
Comprehensive medical, dental, and vision healthcare plans.
Retirement plan with match.
Weekly lunches.
Commuter benefits.
Tuition reimbursement.
Generous PTO options for full-time Team Members.
Summer Fridays: every Friday off between Memorial Day and Labor Day.
Company holiday break between December 25 and January 1.
Investment in employees’ growth, contributions, and future.