Director of HR Systems, Data, & AI Strategy

George Mason University•Fairfax, VA

49d•Hybrid

About The Position

The Director, HR Systems, Data, & AI Strategy leads the strategic planning, implementation, governance, and continuous improvement of enterprise human resource information systems (HRIS) and HR data management functions. This position ensures the effective and secure use of HR technologies to support talent management, compliance, and business operations. This role oversees two core teams: HRIS Team: Responsible for system strategy, administration, configuration, integrations, reporting, and enhancements. HR Data Management Team: Responsible for all personnel data entry into internal and external systems, benefits deductions and data entry audits, and ensuring compliance with strict parameters for HR data usage and access. The Director also leads HR's audit and reconciliation functions, ensuring data accuracy, completeness, and compliance across all HR systems. Additionally, they guide the implementation of an HR AI strategy, identifying opportunities to use AI to enhance HR service delivery, working in partnership with other HR areas to design, pilot, and deploy solutions. This position serves as a primary liaison to IT, institutional data governance bodies, and external technology vendors.

Requirements

Bachelor's degree in Information Systems, Business Administration, or a related field, or an equivalent combination of education and experience;
Significant progressively responsible HRIS experience, including system administration, reporting, and project leadership (typically seven or more years);
Experience managing confidential data, audits, and complex reporting requirements;
Experience leading cross-functional initiatives and teams;
Knowledge of ERP/HRIS systems functionality and configuration (e.g., Banner, Workday, Oracle);
Skill in data governance, audit, and reconciliation processes, and data quality assurance;
Ability to lead multi-team operations, balancing technology, data management, and compliance;
Ability to lead cross-functional AI and technology adoption initiatives;
Skill in project management and lifecycle systems implementation;
Ability to analyze complex business processes and translate them into effective technology solutions;
Demonstrated skill in SQL reporting, data integration, and advanced Excel techniques;
Ability to supervise technical and professional teams, manage priorities, and deliver complex projects; and
Strong communication skills and ability to present technical information to non-technical stakeholders.

Nice To Haves

Master's degree in related field;
Certification in systems or project management (e.g., Workday Pro, PMP, SHRM-SCP);
Extensive professional experience in HR technology and data governance leadership roles within higher education or large, complex organizations (typically ten or more years);
Experience implementing or upgrading ERP systems in large organizations;
Experience with vendor negotiation, data governance frameworks, and compliance regulations (e.g., GDPR, VITA standards);
Experience implementing or managing AI-enabled tools in an HR or service environment;
Knowledge of higher education or large public sector HR systems;
Familiarity with data visualization tools (e.g., Tableau, Power BI); and
Project management experience.

Responsibilities

Leads the design, implementation, and optimization of scalable enterprise HR systems, including HCM and related HR technology platforms, to ensure alignment with business needs in workforce administration, talent acquisition, performance management, learning, and compensation;
Serves as product owner for ERP and third-party solutions, including vendor management and lifecycle planning;
Manages system configuration, upgrades, integrations, and workflow enhancements in partnership with IT and HR stakeholders;
Acts as the HR Risk and Security Officer for HR systems, ensuring compliance with institutional, state, and federal data security standards;
Oversees access management protocols, monitors system security risks, and collaborates with IT security teams to mitigate vulnerabilities; and
Establishes policies and controls that protect sensitive personnel data and maintain audit readiness.
Supervises and develops staff in HRIS and HR Data Management teams, as well as audit/reconciliation functions;
Defines objectives, monitors progress, and provides coaching and professional development; and
Fosters a culture of service excellence, collaboration, and innovation within the team.
Ensures accuracy, completeness, and timeliness of people data entry into internal and external systems;
Oversees audits and reconciliations for benefits deductions, payroll data, and system records; and
Enforces data governance policies, access controls, and usage guidelines to safeguard HR data.
Partners with HR functional leaders to identify AI-enabled opportunities to enhance service delivery, automate routine processes, and improve employee experience; and
Oversees the implementation and integration of AI tools for enhanced HR service delivery, support, and other applicable functions.
Leads design and automation of standard and ad hoc HR reports and dashboards; and
Uses workforce analytics to support strategic decision-making, compliance, and predictive insights.
Provides training and support to HR and university users on HR systems and data governance;
Leads change management initiatives for system rollouts and enhancements; and
Assesses system performance and resolves end-user challenges with a service mindset.