Director, HRIS & Total Rewards

Britebound Brand•Boston, MA

1d•Hybrid

About The Position

Britebound is a national nonprofit that helps middle and high school learners explore interests, experience potential careers, and navigate pathways to meaningful futures through digital-first experiences, grantmaking, policy advocacy, research, and impact investing. 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 Pro 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 Director owns the HR technology roadmap and current UKG Pro system, establishes governance and data-quality standards, and leads assessment of future HRIS platforms. If a replacement is approved, the Director serves as functional lead for implementation and transition while protecting payroll and benefits continuity. The role also oversees workforce reporting and integrations, benefits and retirement program administration, compensation operations, vendor relationships, internal controls, and the annual HRIS and total rewards operating calendar. The Director leads assigned staff and partners with Payroll, Finance, IT, Talent Acquisition, Learning and Development, and other leaders. The role presents progress, risks, options, and resource needs to People and Culture leadership. Britebound may adjust duties as organizational needs evolve; the description does not create a contract of employment.

Requirements

At least 8 years of progressive HRIS or HR technology experience; 10 years preferred.
At least 5 years as the primary systems administrator, with direct responsibility for configuration, reporting, security, data integrity, integrations, and ongoing system 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 serving as a substantial functional leader in 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 system and total rewards issues into clear recommendations for senior leaders, lead cross-functional projects, and coach staff while performing technical work directly.
Advanced data analysis and spreadsheet skills, sound judgment, discretion, strong communication skills, and vendor management skills.

Nice To Haves

At least 10 years of HRIS or HR technology experience.
At least 5 years of direct staff management experience.
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.
Establish standards for system governance, data quality, access, change control, documentation, and employee and manager experience.
Own UKG Pro and direct its 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 with their functional owners.
Assess UKG and other HRIS platforms, lead requirements gathering and vendor evaluations, compare costs and risks, and make recommendations with Payroll, Finance, and IT.
If a replacement is approved, lead functional implementation activities, 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 handling of employee data in partnership 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.
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 for eligibility, enrollment, deductions, carrier reconciliations, and employee inquiries; 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 and recommend program and vendor changes for leadership consideration.
Oversee benefits staff and coordinate leave-related benefits and pay information with designated administrators, Payroll, and providers.
Support required notices, filings, audits, and plan documentation with internal and external specialists.
Lead operational application of the compensation philosophy, job-based salary ranges, market pricing, and internal equity reviews; present recommendations and implement approved decisions.
Direct merit, market adjustment, promotion, and incentive cycles, including eligibility, modeling, approvals, quality control, payroll coordination, and manager guidance; personally review complex calculations and exceptions.
Evaluate compensation and benefits program effectiveness, cost, and communication; prepare analysis and options for leadership, with final program and policy decisions remaining with authorized leaders.
Lead and develop assigned staff, set priorities and service measures, review work quality, and plan coverage for critical processes.
Maintain a direct workload in technically complex and consequential matters.
Own the annual HRIS and total rewards operating calendar, vendor relationships, process documentation, and continuous improvement priorities.
Present 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.
Comprehensive health and life insurance benefits.
Medical, dental, and vision healthcare plans.
Retirement plan with match.
Weekly lunches.
Commuter benefits.
Tuition reimbursement.
Summer Fridays, with every Friday off between Memorial Day and Labor Day for full-time team members.
Company holiday break between December 25 and January 1.