Director HRIS

The HRIS Director / Program Manager provides strategic leadership, governance, and delivery oversight for the global Workday HRIS environment. The role ensures Workday effectively supports organizational needs across 40+ Business Units by maintaining global standards, safeguarding system integrity, and driving continuous optimization. This position balances BAU operations, enhancements, acquisitions, talent cycles, and system releases with disciplined prioritization and structured program management.

Meet business needs for functionality and reporting

Maintain a simple, standardized system, with tailoring only for legal or globally approved requirements

Lead the enterprise-wide Workday program and ensure alignment with organizational priorities and portfolio business models. Partner with portfolios to understand their business models and processes, ensuring alignment with the Workday implementation strategy and each portfolio’s objectives.

Oversee the full review of all Workday live modules in 2026, ensuring core functionality is optimized and enhancements meet business requirements for usability, reporting, and standardization.

Provide strategic direction across Workday modules including HCM, Security, Reporting, Talent, Absence, and Integration to Adaptive.

Drive a structured, well documented approach to enhancements, design changes, release management, and continuous improvement.

Ensure all initiatives follow an end-to-end-to-end project lifecycle including design, build, testing, communication, adoption, and sustainability.

2. Governance & Prioritization

Own and enforce global standards, ensuring Workday operates as a unified global system rather than fragmented into local variants.

Establish governance frameworks that balance enterprise needs with local requirements, incorporating clear approval processes and change controls.

Apply strong needs versus wants and prioritization discipline to reduce noise, avoid reactive work, and maintain strategic focus.

Ensure that all module updates, process changes, and enhancements follow agreed governance protocols supported by clear documentation and communication.

Outline the full project implementation lifecycle, from development to adoption, supported by a comprehensive communication strategy.

Manage global relationships with HR, Talent, Business Process Owners, and portfolio leadership teams to ensure alignment, transparency, and effective decision-making.

Oversee Workday capacity allocation across portfolios, ensuring resources are deployed intentionally and sustainably to prevent burnout and maintain delivery quality.

Lead and coordinate the work of HRIS Manager, analysts/specialists, and integration teams to ensure cohesive delivery.

Foster clear, timely, and consistent communication while addressing historical issues, perceptions, and system frustrations across stakeholder groups.

Partner with stakeholders to identify the most effective channels, formats, and messaging for module launches, feature rollouts, and process changes.

4. BAU + Enhancements Oversight

Balance Business as Usual (BAU) operational needs with pipeline enhancements across talent management, release management, business process optimization, acquisitions, time off, recruitment, compensation cycles, and policy delivery.

Oversee change management, communication, and adoption activities to ensure system updates are understood and embedded.

Ensure high-quality end user materials—including SharePoint content, process maps, and “How To” guides—are developed and maintained.

Partner closely with Learning & Development to ensure Workday related learning content is accurate, accessible, and effectively delivered.

5. Leadership and Team Development

Provide coaching, mentoring, and development for the HRIS Manager and the broader HRIS team.

Foster a culture of collaboration, clarity, continuous improvement, and accountability across HRIS and its partner teams.

Work closely with functional analysts, Workday system analysts, technical analysts, change managers, solution architects, and implementation partners to build a high performing capability.

Champion professional development, skill growth, and knowledge sharing to build long term HRIS organizational capability.

Strong operational HR background with deep understanding of end-to-end business processes.

Proven experience implementing and optimizing Workday HRIS across multiple modules, including configuration, testing, deployment, and enhancement delivery.

Demonstrated program and project management expertise in complex, multi country, multi-Business Unit environments.

Experience balancing BAU work with enhancement delivery, release management, and system improvements.

Strong capability in global vs. local process design, governance, and decision making.

Advanced stakeholder management skills, including executive level communication and influence.

Experience overseeing HR technology portfolios across multiple regions or business units.

Familiarity with Workday integrations and tenant design considerations related to acquisitions.

Exposure to Learning & Development systems or broader digital HR transformation initiatives.

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