Senior Director HRIS

SCA Health•UNAVAILABLE, UNAVAILABLE

About The Position

The Senior Director of HRIS provides enterprise functional leadership for the HRIS organization and is accountable for performance, results, and service outcomes through multiple layers of managers, senior professional staff, vendor partners, and cross-functional delivery teams. The role owns the strategy, operating model, governance, roadmap, and execution discipline for a major HR functional area supporting multiple HR disciplines, stakeholder groups, and markets/sites. The Senior Director translates business and HR strategy into scalable technology priorities, stabilizes and optimizes the current HR technology ecosystem, strengthens data integrity and controls, and builds capabilities for future transformation and platform modernization. The role directs teams in resolving complex cross-functional business problems and aligns HR, IT, People Analytics, HR Operations, HRBPs, COEs, Finance, Operations, and vendor partners around shared priorities. It drives programs to improve platform reliability, reduce manual work, strengthen decision-making, and improve teammate and leader experience. The position also leads HR technology stabilization, transformation, capability building, platform optimization, redesign, demand management, staffing and capacity planning. It works with enterprise partners to develop and govern HR AI plans and use cases, strengthen HR data governance, and prepare platforms and markets/sites for digital transformation.

Requirements

12+ years of progressive HR Technology or enterprise systems leadership experience, including accountability for enterprise HR platforms, integrations, data quality, governance, production support, and technology-enabled process improvement.
Demonstrated experience leading managers, senior professional staff, matrixed partners, offshore resources, and vendors through multiple layers of delivery accountability.
Proven ability to develop, translate, and execute functional strategies and operating objectives for a major HR functional area with impact across multiple HR disciplines, stakeholder groups, and markets/sites.
Track record of resolving highly complex, cross-functional business problems and driving programs that improve service delivery, platform reliability, data integrity, controls, and teammate or leader experience.
Strong experience partnering with IT, People Analytics, HR Operations, HRBPs, COEs, Finance, Operations, vendors, and business leaders through governance, influence, communication, and disciplined follow-through.
Strong understanding of product-oriented HRIS delivery across Oracle HCM, UKG, UKG Workforce Management, iCIMS, ServiceNow HRSD, integrations, reporting, security, and data governance.
Experience with vendor strategy, SOW and contract negotiation, budget stewardship, resource planning, portfolio governance, and executive-level status reporting.
Ability to translate business and HR priorities into an executable HR Technology roadmap, operating model, and measurable outcomes.
Leadership through managers, senior professionals, matrixed partners, vendor resources, and offshore teams.
Enterprise partnership and senior stakeholder influence across HR, IT, analytics, operations, finance, vendors, and business leaders.
Complex problem-solving and decision-making across major functions, platforms, delivery teams, and stakeholder groups.
Operational discipline in governance, accountability, prioritization, delivery rigor, risk management, and performance measurement.
Technical and data acumen across cloud/SaaS HR platforms, integrations, reporting, data quality, security, controls, and digital transformation readiness.
Change leadership to move a function from reactive support to proactive, product-oriented service delivery and scalable continuous improvement.

Responsibilities

Provide leadership, direction, and accountability for the HRIS function through managers, senior professional staff, offshore resources, and vendor partners.
Develop and execute the HR Technology strategy and multi-year roadmap across HR functional areas, aligned with business priorities and future transformation needs.
Lead HR through technology-enabled optimization and its AI journey, including development of an HR AI strategy, prioritized roadmap, and governance.
Direct leaders and cross-functional partners in resolving complex business problems affecting HR functions, platforms, stakeholder groups, markets/sites, and operational disciplines.
Drive programs that improve system reliability, configuration, testing, release management, integration controls, documentation, service performance, and platform effectiveness.
Establish functional governance, intake, prioritization, decision rights, KPIs, dashboards, portfolio routines, and operating cadences.
Own vendor strategy and performance, delivery accountability, contract standards, renewals, negotiations, statements of work, augmented staffing, and financial stewardship.
Ensure HR technology requirements, configuration, integrations, access, reporting, testing, deployment, controls, audit readiness, security, data governance, and stabilization are sustainable across mergers, acquisitions, compliance needs, and enterprise change.
Assess and redesign the HRIS organization, including its structure, roles, processes, decision rights, leadership layers, partner interfaces, and service expectations.
Translate the future-state vision into execution plans with objectives, milestones, owners, dependencies, capacity needs, risks, and measurable outcomes.
Build a product-oriented, service-minded HRIS function with clear platform ownership, managed backlogs, release practices, quality standards, support models, and accountability.
Develop HRIS capabilities in product ownership, configuration, integrations, QA, data governance, vendor management, production support, portfolio management, and stakeholder engagement.
Strengthen offshore and partner delivery models by defining scope, service levels, handoffs, escalation paths, quality controls, documentation standards, and performance expectations.
Partner with IT to strengthen architecture, environments, integration patterns, security, controls, release governance, and support models across the HR platform ecosystem.
Co-lead practical HR data governance with People Analytics, clarifying data definitions, source systems, ownership, lineage, access controls, reporting standards, stewardship routines, and decision-making forums.
Improve upstream data quality, integration design, process consistency, and governance to support executive dashboards, self-service analytics, operational reporting, and predictive insights.
Create and govern digital transformation readiness plans across markets/sites, including process standardization, data cleanup, integration dependencies, access and security models, documentation, change management, and business engagement.
Provide senior oversight for integrations across iCIMS, ServiceNow HR Service Delivery, UKG Workforce Management, UKG Payroll/CoreHR, and related platforms.
Identify and sponsor HR platform enhancements that reduce manual work, improve accuracy, strengthen controls, increase scalability, and improve stakeholder experiences.
Translate the HR AI roadmap into governed pilots and scalable solutions; prioritize use cases, establish data protection and human oversight checkpoints, and measure adoption, outcomes, and performance.
Represent HR Technology in senior cross-functional optimization efforts, ensuring HR strategy, dependencies, risks, decisions, funding needs, and change impacts are understood and addressed.
Establish and govern demand management and prioritization through intake channels, prioritization criteria, product-line backlogs, quarterly planning, and transparent decision-making.
Define staffing, capacity, and sourcing models across onshore/offshore resources, build/run work, product ownership, configuration, integrations, QA, reporting, production support, and strategic initiatives.
Implement standard tools, templates, documentation practices, dashboards, operating routines, and delivery metrics for HR Technology work.
Maintain, govern, socialize, and use the HRIS roadmap to align resources, sequencing, risks, dependencies, and execution across major HR priorities.