Job Specifications
About Our Client:
Our client is a diversified Canadian-owned manufacturing business with a broad North American footprint.
Location: Scarborough, ON
Position Scope:
The Director, HR Technology and Data Analytics is responsible for implementing, managing and optimizing the organization’s Human Resources Information System and Data Analytics in North America.This role ensures HR technology solutions align with Human Resource priorities and broader enterprise objectives. The incumbent will lead the strategy for HRIS implementation & adoption, data quality, analytics excellence, and insight-driven decision making.
The role involves system ownership, project leadership, and stakeholder management to deliver scalable HR technology solutions that drive efficiency, enhance the employee experience, and provide actionable workforce insights.
Core Responsibilities and Duties:
HRIS Strategy and Leadership
Develop and own the enterprise HRIS strategy aligned with organizational goals, workforce needs, and future scalability.
Lead the end-to-end selection process for a new HRIS, including requirements gathering, vendor evaluation, RFP Management, demos, and final recommendation.
Build and lead a high performing HRIS function, including governance, operating model, and long-term roadmap.
Serve as a primary liaison between HR, IT, Finance, and external vendors to ensure alignment and seamless integration.
System Implementation and Optimization
Oversee full lifecycle implementation of HRIS, including project planning, configuration, testing, data migration, change management and go-live.
Establish and maintain system architecture, data standards, and integration frameworks across HR, payroll, benefits, talent, and finance systems.
Drive continuous improvement by identifying opportunities to streamline processes, enhance user experience, and leverage automation and analytics.
Stakeholder Engagement and Change Leadership
Lead organizational change management efforts, including communication, training, and adoption strategies.
Partner with HR COEs and business leaders to understand needs, translate them into system requirements, and ensure the HRIS supports strategic priorities.
Provide executive level updates, insights, and recommendations on system performance, risks, and opportunities.
Data Analytics
Align HRIS data and analytics strategy with broader business and HR priorities, enabling consistent and scalable insights across all regions in NA.
Lead the creation and enforcement of global data governance practices within HRIS, ensuring accuracy, consistency, and compliance across all data domains (job architecture, compensation, talent, time, benefits, etc.).
Establish data quality metrics, perform audits, and resolve systemic issues in HRIS data model.
Advanced HRIS Reporting and Insights
Oversee the design, build, and maintenance of HRIS reports and dashboards.
Provide deep analytical leadership to interpret complex datasets, perform multi-variable workforce analyses and tie to decisions related to workforce planning, headcount, attrition, compensation, and performance.
Translate technical HRIS data concepts into clear, actionable insights for C-suite, HR leaders, Finance partners and business stakeholders.
Data Visualization and Storytelling
Lead the creation of high-impact dashboards that communicate data narratives clearly and compellingly.
Ensure reporting frameworks are intuitive, scalable, and support both high-level executive views and operational workforce insights.
Coach the organization in understanding and leveraging HRIS data and reports.
Technology and Automation
Evaluate and implement new HRIS features.
Drive automation of manual reporting processes using HRIS, integrations, and scalable logic to reduce operational burden.
Technical and Functional Skills
Expertise in system configuration, data architecture, integrations and workflow design.
Strong analytical skills with experience building dashboards, metrics, and reporting frameworks.
Knowledge of data privacy, security, and compliance requirements.
Familiarity with project management methodologies (Agile, Waterfall, hybrid).
Deep expertise in HRIS reporting, including Advanced Reporting, Calculated Fields, Worksheets, Dashboards, and HRIS’ data model.
Strong understanding of people data, HR processes, and global data governance.
Proven ability to analyze complex datasets, and turn them into clear, actionable insights.
Exceptional communication and data visualization skills.
Education and Experience:
15+ years of progressive HRIS and Data Analytics experience, including leadership of large-scale system implementations inclusive of hands on experience leading end-to-end process from requirement gathering to HRIS selection, implementation, integration, training and sustainment.
Deep expertise with major HRIS platforms (e.g. Workday, Ceridian Dayforce).
Strong understanding of HR processes across the employee lifecycle, including payrol