Director, HRIS

ESSENTIAL RESPONSIBILITIES / DUTIES:

HRIS Strategy & Systems Leadership

• Define and execute a comprehensive HRIS strategy aligned with BMC's organizational and HR priorities
• Lead ongoing optimization and enhancement of Workday, ensuring full utilization of system capabilities
• Oversee UKG workforce management systems, ensuring alignment with operational needs and compliance requirements
• Ensure seamless integration and data flow across HR systems and enterprise platforms

Workday Optimization & Governance

• Establish governance models, standards, and best practices for Workday configuration, security, and releases
• Lead prioritization and execution of system enhancements, upgrades, and new module implementations
• Partner with functional HR leaders to continuously improve user experience and system adoption
• Ensure data integrity, security, and compliance across all HRIS platforms

HRIS Operations & Process Standardization

• Design and implement standardized HRIS workflows, processes, and service delivery models across the enterprise
• Partner with HR Centers of Expertise (COEs) and business leaders to define clear, consistent processes supported by technology
• Drive continuous improvement initiatives to enhance efficiency, reduce manual work, and improve data quality

Team Leadership & Organizational Design

• Lead, develop, and structure a high-performing team of eleven HRIS professionals.
• Align team roles, responsibilities, and capabilities to operate at optimal capacity and scalability
• Foster a culture of accountability, innovation, and collaboration
• Build capabilities in system configuration, reporting, analytics, and project delivery

Change Leadership & Transformation

• Lead HRIS-related transformation initiatives, including system enhancements, process redesign, and adoption efforts
• Develop and execute change management strategies to ensure successful implementation and sustained adoption
• Serve as a key advisor to HR and business leaders during periods of change, ensuring alignment and clarity

Partnership with Human Resources

• Collaborate closely to align HR technology with enterprise architecture, security, and infrastructure standards
• Ensure effective governance, prioritization, and delivery of HRIS-related projects and integrations
• Partner on system performance, upgrades, and issue resolution

Project & Portfolio Management

• Lead a portfolio of HRIS projects, ensuring disciplined project management, prioritization, and execution
• Establish clear roadmaps, timelines, and success metrics for HR technology initiatives
• Balance strategic initiatives with operational demands

(The above statements in this job description are intended to depict the general nature and level of work assigned to the employee(s) in this job. The above is not intended to represent an exhaustive list of accountable duties and responsibilities required)

Job Requirements

REQUIRED EDUCATION AND EXPERIENCE:

Required

• Bachelor's degree in information systems, Human Resources, Business Administration, or related field
• 10+ years of progressive HRIS or HR technology experience, including leadership of teams and complex systems
• Deep expertise in Workday (optimization, and governance)
• Experience with UKG (or similar workforce management systems)
• Demonstrated success leading large-scale system optimization and transformation initiatives
• Strong project management and process design experience
• Proven ability to lead through change in complex, matrixed environments

PREFERRED EDUCATION AND EXPERIENCE

Preferred

• Experience in healthcare or academic medical center environments
• Familiarity with HR analytics tools and data visualization platforms
• Relevant certifications (e.g., Workday certifications, PMP, Agile)

CERTIFICATIONS, LICENSES, REGISTRATIONS REQUIRED

N/A

CERTIFICATIONS, LICENSES, REGISTRATIONS PREFERRED

N/A

KNOWLEDGE, SKILLS & ABILITIES (KSAs)

Key Competencies

• Systems thinking and enterprise mindset
• Strategic planning and execution
• Change leadership and influence
• Strong collaboration and stakeholder engagement
• Analytical and data-driven decision making
• Operational excellence and process optimization

Compensation Range:

This range offers an estimate based on the minimum job qualifications. However, our approach to determining base pay is comprehensive, and a broad range of factors is considered when making an offer. This includes education, experience, skills, and certifications/licensures as they directly relate to position requirements; as well as business/organizational needs, internal equity, and market-competitiveness. In addition, BMCHS offers generous total compensation that includes, but is not limited to, benefits (medical, dental, vision, pharmacy), discretionary annual bonuses and merit increases, Flexible Spending Accounts, 403(b) savings matches, paid time off, career advancement opportunities, and resources to support employee and family well-being.

NOTE: This range is based on Boston-area data, and is subject to modification based on geographic location.

Equal Opportunity Employer/Disabled/Veterans

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