Sr. Director, HRIS

Fanatics•New York, NY

2d•$240,000 - $270,000•Onsite

About The Position

The Senior Director will lead a team, shifting the function from reactive troubleshooting to proactive governance, documentation, and prevention. This role spans Core HR, payroll tie-ins, integrations, benefits data flows, security, organizational structures, and reporting. This role requires both operational rigor and strategic partnership with HR (HRBPs, Recruiting, Compensation), Payroll, Finance, and IT. Additional responsibilities include:

Requirements

Extensive HR technology experience within a complex, global, growth-focused business, with a focus on Oracle HCM Core HR, payroll tie-ins, Dimensions, and benefits integrations.
Experience overseeing HR integrations (payroll, benefits, recruiting, time & attendance, learning, etc.) and ensuring end-to-end data accuracy.
Expertise in HR data governance, including audits, controls, and error prevention processes.
Proven track record of leading HR analytics, security, organizational structures, and system governance, with the ability to deliver consistent dashboards and insights.
Experience rebuilding and leading high-performing HRIS teams, including talent evaluation, hiring, and capability upgrades.
Strong collaboration and partnership skills; able to work credibly across HR, Payroll, Finance, Benefits, and IT.
Equal comfort as a strategic thought partner and an operational driver.
A bias for action with a tenacious, results-oriented approach to driving big initiatives.
Stays current on industry trends and knows when to push forward or pivot to alternative solutions.
An advocate for the team who builds consensus across the organization to achieve company goals.
Inspires a culture of innovation, accountability, and positivity.
Represents the essence of the Fanatics brand and its values while simultaneously engaging and energizing all aspects of the organization.

Responsibilities

System Governance & Integrations: Oversee the governance of Oracle HCM Core HR and payroll integrations, ensuring accurate, timely data flows for seamless payroll and other HR systems.
Data Management & Reporting: Manage HR analytics and reporting, consolidating people data into accurate, consistent dashboards to replace ad-hoc spreadsheets. Establish and monitor data audits to ensure data integrity, security, and eliminate manual workarounds.
Process & Automation: Implement system-driven reminders, alerts, and simple automation to improve compliance for tasks like time entry, onboarding, and job changes.
Process Standardization: Standardize and document HRIS processes (onboarding, crossboarding, job families, org structures, security, workflows) and enforce adoption across HRBPs and managers to ensure global consistency.
Team Leadership: Rebuild and lead the HRIS team, making talent decisions, upgrading capabilities, and instilling a culture of accountability and proactivity.
Strategic Partnership: Partner with Payroll, HR Operations, Finance, and Benefits teams to anticipate and resolve issues before they occur.
Training & Support: Provide end-user training and coaching to HR partners and business teams to reinforce correct system usage and improve first-time data accuracy.
System Enhancements: Gather business requirements and partner with HR Tech (IT) on system enhancements and integrations.

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