Director of People Systems & HR Technology

Renuity•Charlotte, NC

About The Position

Renuity is seeking a highly accountable, systems-minded Director of People Systems & HR Technology to own and scale our end-to-end People Technology ecosystem. This role will serve as the ultimate owner of People Systems outcomes—not just tools—ensuring our systems operate as one integrated platform across the full employee lifecycle: recruiting, onboarding, HR operations, compensation, payroll, performance, reporting, and employee exits. This role requires deep expertise in the HR Systems space and a proven ability to translate People strategy, HR policy, compensation design, and organizational structure into stable, compliant, scalable system design. Success is defined by payroll accuracy, data integrity, audit readiness, system stability, efficiencies driven through integrations and leadership confidence in workforce data. As a high-change organization with evolving operating models and acquisition growth, we need a leader who can build clarity, eliminate risk, and create a true single source of truth for People data—without creating additional complexity or manual workarounds.

Requirements

8+ years of experience in HRIS / People Systems / HR Technology leadership
Deep hands-on expertise in ADP (configuration, governance, reporting, workflow design)
Strong understanding of HR operations and the employee lifecycle (hire-to-retire)
Proven ability to translate People strategy and policy into scalable systems and workflows
Experience in high-growth, high-change environments (PE-backed, multi-entity, start-up or acquisition-driven preferred)
Demonstrated ownership mindset with strong risk awareness and operational discipline

Nice To Haves

Experience integrating acquired companies into a unified HRIS ecosystem
Experience selecting and implementing new systems
Familiarity with systems across recruiting, onboarding, performance, compensation, and analytics
Strong partnership skills across HR, IT, Finance, and executive leadership

Responsibilities

Serve as the enterprise owner of the People Systems roadmap, standards, and decision rights
Ensure People Systems function as a connected ecosystem, not a set of disconnected tools
Lead system prioritization with a focus on operational stability and risk prevention
Own HRIS configuration, structure, and long-term scalability
Design workflows that minimize errors, rework, and downstream breakage
Establish a single source of truth for workforce data
Improve data quality, consistency, and audit readiness across HR and Finance reporting
Ensure leaders have timely, trusted access to workforce metrics and organizational insights
Build scalable processes that eliminate conflicting reports and manual reconciliation
Ensure People Systems changes are controlled, intentional, and documented
Build stability into high-impact processes such as payroll, eligibility, and job changes
Maintain strong audit readiness through security, documentation, and process controls
Partner with HR leadership to ensure systems align with policy, regulatory requirements, and employee trust
Partner with IT on integrations, security, access controls, and architecture standards
Collaborate with HR leaders to operationalize policy changes through system configuration
Enable Finance with accurate, real-time workforce data to support planning, reporting, and cost management
Act as the primary People Systems point of accountability across stakeholders
Standardize system setup across business units to enable faster integration and reporting consistency
Reduce integration timelines by eliminating fragmented configurations and inconsistent processes