Director of HR Technology & Systems

Assoc-Broward, HI, CAC
900 SE 3 Avenue
Suite 201
Fort Lauderdale, FL 33316, USA

The Director of HR Technology and Systems is responsible for the complete configuration, maintenance, optimization, and technical support of the HR platform. The incumbent ensures that the HR platform supports our mission on how people are recruited, scheduled, onboarded, hired and developed, improving efficiency, accuracy and decision-making. The Director of HR Technology and Systems understands that technology creates value when the people using it understand why it matters and can explain it well in order to promote its use and manage change through adoption.

• Platform strategy and optimization. Serve as the internal subject matter expert on UKG. Assess current configuration against organizational need. Identify gaps, prioritize improvements, and lead the work to close them.
• Staying current on platform capabilities and updates and translate those into organizational opportunity. Develop a people analytics capability that gives HR, Finance, and Operations leaders reliable, timely workforce insights to support decision making.
• Module evaluation and business case development. Partner with HR, Finance, and Operations to assess organizational need before any new module or platform is added. Build the business case including current cost of manual processes, implementation investment, and projected efficiency gains. Evaluate integration requirements and assess change management readiness before any recommendation is made.
• Implementation leadership. Own the end-to-end process of bringing underutilized or new modules online. That means project planning, stakeholder alignment, configuration, testing, training, and post-launch adoption. Not just go-live. Actual adoption. Define success metrics before implementation and measure outcomes after. Serve as project manager of record for all major platform initiatives, with full accountability for project planning, milestone tracking, stakeholder coordination, and post-launch outcomes.
• Change management and communication. Design and deliver the communication and training that makes system changes stick. Build manager capability so that HR tools become part of how managers lead, not an additional administrative burden. Design and deliver employee facing communications across a diverse workforce including employees without organizational email access.
• Process design. Partner with HR, Finance, and Operations to map current state workflows, identify where the system can reduce manual work, and redesign processes that take advantage of platform capability. Work cross-functionally with Finance to drive alignment between HR and Finance to ensure accurate and timely integration of payroll and HR data from UKG into Net Suite.
• Data integrity, reporting, and audit readiness. Own the accuracy and reliability of HR data in UKG. Build the reporting infrastructure that gives HR, Finance, and Operations the visibility they need to make good decisions. Define and maintain data standards across the system. Ensure HR system data and documentation meet audit readiness standards at all times including grant compliance, employment documentation, and regulatory reporting requirements.
• Vendor management. Serve as the primary internal point of contact for UKG. Manage the relationship, hold the vendor accountable to service levels, and ensure the organization is getting full value from its contract.
• Risk and compliance. Ensure the system supports organizational compliance requirements including DCF Level 2 background screening process integrity, school board badge tracking for Dade and Broward counties, grant funded position documentation and audit readiness, FMLA tracking and documentation, and applicable Florida employment law documentation standards.
• Knowledge transfer and continuity. Document system configuration, processes, and institutional knowledge so that organizational capability is not dependent on any single person. Build redundancy into HRIS operations. Capture, document and build on institutional knowledge from existing team members respectfully and collaboratively.
• Performs other duties as assigned.

• Five or more years of HRIS experience with demonstrated ownership of system implementation, platform upgrade, or optimization work, not just administration.
• Direct experience with UKG or a comparable enterprise HR platform. UKG experience strongly preferred given the organizational context.
• Demonstrated ability to manage complex, cross-functional projects from initiation through adoption, including project planning, stakeholder coordination, milestone tracking, and post-launch accountability. Experience managing multiple work streams simultaneously in an environment with competing priorities.
• Proven ability to lead change in an organization that is not already change ready. References should be able to speak to this…