Senior Director, HR Operations, Process Design & Data Governance

AcuityInc•Atlanta, GA

6d•$160,100 - $275,000•Remote

About The Position

Acuity Inc. is a market-leading industrial technology company that uses technology to solve problems in spaces, light, and more. Through its two business segments, Acuity Brands Lighting (ABL) and Acuity Intelligent Spaces (AIS), the company designs, manufactures, and brings to market products and services that make a valuable difference in people’s lives. Acuity Inc. achieves growth through the development of innovative new products and services, including lighting, lighting controls, building management solutions, and an audio, video, and control platform. The company focuses on customer outcomes and drives growth and productivity to increase market share and deliver superior returns. Acuity Inc. is based in Atlanta, Georgia, with operations across North America, Europe, and Asia. The Company is powered by approximately 13,000 dedicated and talented associates. This position may be based anywhere in the United States and includes travel as part of the responsibilities. The Senior Director, HR Operations, Process Design & Data Governance leads the enterprise strategy for standardized, scalable HR operations, workforce data governance, and cross-functional employee lifecycle processes. This role ensures HR processes and technologies work seamlessly across functions, systems, and geographies to enable efficient, data-driven employee experiences. As the enterprise authority, this leader sets operational standards, decision rights, and governance while partnering closely with HR Centers of Excellence, HRIS, and Enterprise Technology. The role owns the functional HR technology strategy and roadmap and establishes enterprise workforce data standards to ensure data accuracy, privacy, compliance, and actionable insights. Serving as a trusted advisor to the CHRO and HR leadership, this role drives operational efficiency, reduces risk, and strengthens workforce decision-making.

Requirements

9+ years experience
Bachelor’s Degree or Equivalent
Enterprise HR process design across the employee lifecycle
Process governance, standardization, and simplification
Cross-functional HR operating model integration (COEs, HRSS, HRIS, Technology)
End-to-end workflow design and operational readiness
Large-scale HR operational transformation
HR technology enablement strategy and functional roadmap development
Translation of HR strategy into technology capabilities and workflows
Experience partnering with Enterprise Technology and HRIS
HR platform expertise (Workday, SAP SuccessFactors, ServiceNow HRSD, payroll systems)
Understanding of system integrations, APIs, and data flows
HR data architecture and workforce data modeling
Data governance frameworks, policies, and standards
Workforce data definitions, taxonomies, and data standards
Data quality management and data integrity oversight
Data privacy, security, and regulatory compliance (GDPR, CCPA)
Operational analytics and data-driven decision-making
Enterprise stakeholder alignment and cross-functional influence
Strategic problem solving and systems thinking
Change management and adoption of HR processes, data, and technology
Establishment of decision rights, accountability frameworks, and governance models

Nice To Haves

CPP or equivalent certification preferred
experience in outsourced model
experience with SF/ECP
Workforce

Responsibilities

Set and own enterprise strategy, standards, and governance for HR operational processes across the employee lifecycle.
Partner with HR Centers of Excellence to translate HR strategies into simplified, standardized, and scalable operational workflows.
Ensure cross-functional processes spanning HR, technology, and shared services operate as integrated end-to-end experiences.
Own the enterprise HR technology functional strategy and roadmap across HR platforms.
Translate HR strategic priorities and operational needs into technology capabilities, workflow requirements, and automation opportunities.
Partner closely with HR Centers of Excellence and Enterprise Technology to influence platform investment decisions, prioritization, sequencing, and vendor strategy.
Own enterprise accountability for HR operational data architecture and workforce data standards.
Establish and maintain consistent data definitions, structures, and governance frameworks to ensure workforce data is accurate, reliable, and aligned across HR systems.
Define and lead enterprise governance mechanisms that monitor HR operational performance, data quality, and technology enablement.
Provide insights to HR leadership to support data-driven decision-making and continuous improvement.
Own and continuously evolve the enterprise HR operating model, defining how HR processes, technology, data, and governance operate together at scale.
Set the long-term direction for HR operational maturity in alignment with enterprise growth and transformation priorities.