Job Description

Director, People Solutions

The Director, People Solutions serves as the functional leader of HR systems strategy and operations, overseeing a team of HRIS Process Leads and ensuring alignment between HR business needs and system capabilities. This role is responsible for driving the functional roadmap and continuous improvement of the Workday HCM platform, including core HCM, compensation, benefits, talent acquisition, onboarding, talent management, absence, payroll, and reporting. The incumbent will act as the primary liaison between HR and HRIT, ensuring that functional system requirements are well-defined, prioritized, and delivered with excellence.

The Company is one of North America’s leading sales and marketing agencies specializing in outsourced sales, merchandising, category management, and marketing services to manufacturers, suppliers, and producers of food products and consumer packaged goods. The Company services a variety of trade channels including grocery, mass merchandise, specialty, convenience, drug, dollar, club, hardware, consumer electronics, and home centers. We bridge the gap between manufacturers and retailers, providing consumers access to the best products available in the marketplace today.

Responsibilities

• Define and own the people solutions strategy in alignment with enterprise human resources goals

• Serve as the human capital management system functional owner by guiding strategic initiatives, new functionality deployment, and continuous improvement

• Identify system opportunities to streamline processes, improve compliance, and enhance the employee experience

• Lead, coach, and develop a team of process leads across functional domains

• Drive cross functional collaboration to ensure alignment with centers of excellence and shared services

• Partner with technology, payroll, and compliance teams to manage release planning, testing, and post deployment activities

• Own the enhancement intake and prioritization process ensuring functional requirements are clearly documented and validated

• Ensure system maintenance decisions align with architecture, scalability, and business goals

• Serve as a strategic partner to business leaders to understand current and emerging system needs

• Translate business objectives into functional system requirements in partnership with technology teams and external vendors

• Act as a change agent to support system related transformation efforts

• Drive data integrity, security, and compliance standards in partnership with internal stakeholders

• Ensure governance structures are in place for system changes, configurations, and access controls

• Collaborate with analytics teams to ensure stakeholders have access to actionable insights and dashboards

• Promote data driven decision making through system enablement and self service capabilities

Qualifications

• Education Requirements: Bachelor’s degree

• Experience Requirements: 10–12 years experience in relevant field (Human Resources systems leadership experience preferred)

• Travel requirement: Some travel expected

Supervisor Responsibility

Direct Reports: Hires, retains, trains, coaches, guides, directs, and develops direct reports using company-wide processes, tools and resources

Indirect Reports: May delegate work of others and provide guidance, direction and mentoring to indirect reports

Required Knowledge and Skills

• Hands on experience with system testing, documentation, and training support

• Familiarity with ticketing systems

• Proficiency in human resources information systems including configuration, deployment, and maintenance as well as human resources processes and best practices

• Knowledge of human resources compliance, data governance, and employee lifecycle processes

• Familiarity with reporting tools and dashboards

Environmental & Physical Requirements

Office / Sedentary Requirements: Incumbent must be able to perform the essential functions of the job. Work is performed primarily in an office environment. Typically, requires the ability to sit for extended periods of time (66%+ each day), ability to hear telephone, ability to enter data on a computer and may require the ability to lift up to 10lbs.

Additional Information Regarding Job Duties

Job duties include additional responsibilities as assigned by one’s supervisor or other manager related to the position/department. This job description is meant to describe the general nature and level of work being performed; it is not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required for the position. The Company reserves the right at any time with or without notice to alter or change job responsibilities, reassign or transfer job positions, or assign additional job responsibilities, subject to applicable law. The Company shall provide reasonable accommodations of known disabilities to enable a qualified applicant or employee to apply for employment, perform the essential functions of the job, or enjoy the benefits and privileges of employment as required by law.

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Job Will Remain Open Until Filled

Responsibilities

The Company is one of North America’s leading sales and marketing agencies specializing in outsourced sales, merchandising, category management, and marketing services to manufacturers, suppliers, and producers of food products and consumer packaged goods. The Company services a variety of trade channels including grocery, mass merchandise, specialty, convenience, drug, dollar, club, hardware, consumer electronics, and home centers. We bridge the gap between manufacturers and retailers, providing consumers access to the best products available in the marketplace today.

Responsibilities

• Define and own the people solutions strategy in alignment with enterprise human resources goals

• Serve as the human capital management system functional owner by guiding strategic initiatives, new functionality deployment, and continuous improvement

• Identify system opportunities to streamline processes, improve compliance, and enhance the employee experience

• Lead, coach, and develop a team of process leads across functional domains

• Drive cross functional collaboration to ensure alignment with centers of excellence and shared services

• Partner with technology, payroll, and compliance teams to manage release planning, testing, and post deployment activities

• Own the enhancement intake and prioritization process ensuring functional requirements are clearly documented and validated

• Ensure system maintenance decisions align with architecture, scalability, and business goals

• Serve as a strategic partner to business leaders to understand current and emerging system needs

• Translate business objectives into functional system requirements in partnership with technology teams and external vendors

• Act as a change agent to support system related transformation efforts

• Drive data integrity, security, and compliance standards in partnership with internal stakeholders

• Ensure governance structures are in place for system changes, configurations, and access controls

• Collaborate with analytics teams to ensure stakeholders have access to actionable insights and dashboards

• Promote data driven decision making through system enablement and self service capabilities

Qualifications

• Education Requirements: Bachelor’s degree

• Experience Requirements: 10–12 years experience in relevant field (Human Resources systems leadership experience preferred)

• Travel requirement: Some travel expected

Supervisor Responsibility

Direct Reports: Hires, retains, trains, coaches, guides, directs, and develops direct reports using company-wide processes, tools and resources

Indirect Reports: May delegate work of others and provide guidance, direction and mentoring to indirect reports

Required Knowledge and Skills

• Hands on experience with system testing, documentation, and training support

• Familiarity with ticketing systems

• Proficiency in human resources information systems including configuration, deployment, and maintenance as well as human resources processes and best practices

• Knowledge of human resources compliance, data governance, and employee lifecycle processes

• Familiarity with reporting tools and dashboards

Environmental & Physical Requirements

Office / Sedentary Requirements: Incumbent must be able to perform the essential functions of the job. Work is performed primarily in an office environment. Typically, requires the ability to sit for extended periods of time (66%+ each day), ability to hear telephone, ability to enter data on a computer and may require the ability to lift up to 10lbs.

Additional Information Regarding Job Duties

Job duties include additional responsibilities as assigned by one’s supervisor or other manager related to the position/department. This job description is meant to describe the general nature and level of work being performed; it is not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required for the position. The Company reserves the right at any time with or without notice to alter or change job responsibilities, reassign or transfer job positions, or assign additional job responsibilities, subject to applicable law. The Company shall provide reasonable accommodations of known disabilities to enable a qualified applicant or employee to apply for employment, perform the essential functions of the job, or enjoy the benefits and privileges of employment as required by law.

Important Information

The above statements are intended to describe the general nature and level of work being performed by people assigned to this position. They are not intended to be an exhaustive list of all responsibilities, duties, and skills required of associates so classified. The Company is committed to providing equal opportunity in all employment practices without regard to age, race, color, national origin, sex, sexual orientation, religion, physical or mental disability, or any other category protected by law. As part of this commitment, the Company shall provide reasonable accommodations of known disabilities to enable an applicant or employee to apply for employment, perform the essential functions of the job, or enjoy the benefits and privileges of employment as required by law.