HRIS Director

The Director, HRIS serves as the global owner of the organization’s HR technology ecosystem, responsible for setting the strategic direction, design, governance, and optimization of Workday and related HR systems. This leader ensures that HR technology enables enterprise-wide HR strategy, drives process excellence, and delivers a unified and scalable platform across all geographies—including close partnership with Mexico to strengthen synergies, align processes, and move toward a unified global HRIS operating model.

Reporting to the Senior Vice President of Total Rewards & People Operations, this role partners extensively with Benefits, People Operations, Compensation, Labor Relations, HR Business Partners, Talent Management, Talent Acquisition, Finance, Payroll, Legal, and IT. This position is accountable for maximizing the value of HR technology investments, accelerating automation, expanding self-service, and introducing solutions that elevate the employee and manager experience.

This opportunity is ideal for a hands‑on, strategic HR technology leader with deep Workday expertise, strong business acumen, and the ability to influence stakeholders at all levels.

KEY RESPONSIBILITIES HR Technology Strategy & Roadmap

• Define and own the global HR technology strategy, with Workday as the core HCM platform.
• Develop a multi-year roadmap integrating U.S. and Mexico requirements into one global HRIS framework.
• Identify and implement innovations that enhance efficiency, compliance, and user experience.
• Build business cases and lead approvals for new capabilities, enhancements, and system investments.

Workday Ownership & Optimization

• Serve as Workday product owner across all modules (HCM, Talent, Benefits, Compensation, Recruiting, Absence, Time Tracking, etc.).
• Lead configuration, testing, deployment, and release management in partnership with IT and COEs.
• Drive global process standardization while balancing regional compliance needs.
• Oversee Workday security, access governance, and data protection.
• Establish controls and audit mechanisms to ensure data quality and system integrity.

HR Systems Architecture, Integrations & Data Governance

• Own the HR systems architecture, ensuring Workday serves as the system of record and integrates seamlessly with payroll, finance, timekeeping, benefits, and downstream systems.
• Supervise integration design and performance with IT and external partners.
• Create global data governance frameworks—including standards, definitions, stewardship, and quality controls.
• Partner with IT on infrastructure, identity management, cybersecurity, and incident response.

Global Cross-Functional Partnership & Governance

• Act as the central point of contact for all HR technology matters across HR COEs, Finance, Payroll, Legal, and IT.
• Partner closely with Mexico’s HRIS and HR leadership to harmonize processes and configurations.
• Translate business requirements into system solutions supported by proper governance.
• Advise HR teams on leveraging Workday to drive automation and process efficiency.

Project & Program Leadership

• Lead complex HR technology projects, including Workday implementations, module rollouts, enhancements, and M&A initiatives.
• Manage project plans, budgets, timelines, testing cycles, cutover, and post–go-live support.
• Oversee change management, communication, and training strategies to ensure adoption.

Leadership & Team Development

• Build and lead a high-performing HRIS team, including Workday experts, analysts, and project managers.
• Cultivate a culture of partnership, accountability, innovation, and continuous improvement.
• Set clear performance objectives and development plans.

Vendor, Budget & Contract Management

• Manage relationships with Workday and all HR technology vendors.
• Oversee contracts, SLAs, and statements of work to ensure quality and cost optimization.
• Manage and optimize the HR technology budget.

Compliance, Risk Management & Internal Controls

• Ensure systems meet U.S. and global legal and regulatory requirements (e.g., data privacy, labor laws).
• Partner with audit, legal, and compliance teams to address risks and findings.
• Maintain strong internal controls related to access, change management,…