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Director, HRIS

POSITION OVERVIEW

The Director of HRIS serves as a strategic and hands-on leader within Human Resources, responsible for the design, optimization, and governance of InVision Human Services’ HR technology ecosystem. This role focuses exclusively on HR information systems and data infrastructure that support workforce operations, decision-making, and organizational efficiency.

The Director of HRIS provides thought leadership on HR technology strategy, drives system enhancements, ensures data integrity, and partners with cross-functional stakeholders to streamline and automate HR processes. This role also provides hands-on system administration, reporting, training, and troubleshooting support, creating a reliable and scalable HRIS structure for employees and HR team members.

HRIS Strategy, Leadership & Optimization

Lead the strategic direction, implementation, maintenance, and ongoing optimization of HRIS platforms.
Serve as the primary owner and subject matter expert for the organization’s HRIS (UKG Ready or similar).Partner with HR, Payroll, Finance, IT, and Operations to streamline workflows and automate HR processes.
Evaluate, recommend, and implement new system functionality and technology solutions to improve HR service delivery.
Oversee system configurations, security roles, permissions, workflows, and integrations.
Identify opportunities to improve employee and manager self-service functionality and overall system usability.

HR Data, Reporting & Analytics

Oversee HR data governance, ensuring data accuracy, consistency, and integrity across systems.
Develop and manage standard and ad-hoc reports, dashboards, and analytics to support operational and strategic decision-making.
Manage scheduled system tasks, data uploads, audits, and reconciliation processes.
Translate business needs into HRIS solutions and reporting outputs for leadership and stakeholders.

System Support, Training & Vendor Management

Troubleshoot system issues and coordinate resolutions with vendors and internal partners.
Manage vendor relationships related to HRIS platforms, upgrades, and support services.
Develop and deliver training, documentation, and user support for HRIS processes and tools.
Lead system testing, upgrades, and release management to ensure minimal disruption and maximum value.

Leadership, Collaboration & Change Management

Partner with the CHRO and HR leadership team on long-term HR technology strategy and system roadmaps.
Provide guidance and support to HR team members on HRIS usage, best practices, and process improvement.
Support organizational change initiatives through structured system changes and clear communication.
Ensure HRIS practices align with InVision’s Mission, Vision, and Values.
Maintain flexibility and responsiveness as needed to support system availability and organizational needs.

Education and/or Experience:

Bachelor’s degree in Human Resources, Business Administration, Information Systems, or related field.
8–10+ years of progressive HRIS or HR technology experience.
Demonstrated expertise in HRIS administration, optimization, and reporting (UKG Ready or similar strongly preferred).
Strong analytical skills with experience creating reports, dashboards, and materials for senior leadership.
Proven experience leading system implementations, upgrades, or major enhancements.
Non-profit or human services experience a plus.

Other Requirements:

Work- on-site in Wexford, PA, and ability to travel as required.
Strong analytical, organizational, and project management skills.
Excellent communication and documentation availabilities
Ability to work independently and collaboratively across teams.
High attention to detail and commitment to data accuracy.

PHYSICAL DEMANDS:

The employee must occasionally lift and/or move up to 20 pounds. Specific vision abilities required by this job include close vision, distance vision, and ability to adjust focus. This position will work full-time in an office environment, although the nature of the work may sometimes lead to outside meetings.

All job requirements listed indicate the minimum level of knowledge, skills, and/or ability deemed necessary to perform the job proficiently. This job description is not to be construed as an exhaustive statement of duties, responsibilities, or requirements. Employees may be required to perform any job-related function as directed by their supervisor.

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