Director - HRIS Strategy - The New York Times - New York

Job description
Primary Focus:

Strategically lead, provide guidance and develop a long-term vision for utilization of the systems relating to all Human Resources business functions including recruitment, HR business partners, compensation, benefits, and organizational development. Align all HRIS systems selection, development, implementation and enhancements with the key goals and objectives of the HR function and the organization.

Serve as a thought partner to key stakeholders throughout the organization to understand business needs and translate them into system based solutions. Act as a liaison between HR, senior leadership, the shared service center and project team members, utilizing both HR process knowledge and HRIS systems capabilities
Additional Responsibilities:

Play a key role, advising the senior leadership team on the development, testing and administration of our Workday HCM and payroll implementation.
Work to enhance process management and communication across teams.
Partner with HR, IT and the Shared Service Center to develop requirements, assess potential solutions, and then implement a data warehouse to augment the functionality of Workday and reporting.
Act as a subject matter expert on cross-functional teams by providing consultative and functional assistance for ongoing administration of HRIS system modules.
Play a lead role on the analysis and delivering of human capital reporting.
Play a key role in assessing the opportunities in Workday updates and enhancements to serve the needs of the organization
Play an active role in the development of a change strategy for system changes to business stakeholders. Understand stakeholder needs and design/execute a comprehensive change management plan for any system changes and updates.

Qualifications:

10 years of experience with a deep understanding of HR information systems.
Working knowledge of Workday.
Demonstrated success in improving the user experience for employees.
Ability to work in a dynamic, frequently changing environment.
Comfortable working with senior leaders across the company.
Ability to influence across functional teams to effectively deal with problem resolution.
Driven to deliver innovation in HR processes that enables cultural transformation.
Command of compliance obligations and best practices.

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