Executive Director of HR Data, Compensation and Systems

The Executive Director of HR Data, Compensation and Systems provides strategic and operational leadership for the district's human resources data and reporting, compensation administration, and HR information systems. The Executive Director leads the implementation and continuous improvement of accurate, efficient, and transparent processes that support workforce planning, employee services, district decision-making, and a high-performance culture.

This position collaborates with Human Resources, Information Technology, Finance, Academics, and school leadership to improve data quality, automate priority workflows, administer compensation programs, and translate complex workforce information into actionable insights.

1. Strategic Leadership and Systems Integration: Align HR systems, compensation administration, and workforce analytics with district and Human Resources priorities. Lead implementation plans for approved systems, data governance, and process-improvement initiatives, and provide recommendations to senior HR leadership regarding risks, resources, and priorities.
2. HR Systems and Process Improvement: Lead the administration, integration, and continuous improvement of assigned HR technology platforms, including SAP, Success. Factors, Power BI, Microsoft tools, and related applications. Translate business needs into system requirements, testing protocols, implementation timelines, documentation, and user-support procedures. 3.

Compensation

Lead the implementation and ongoing administration of district compensation programs and structures in alignment with approved strategy, policy, budget, and legal requirements. Oversee compensation analyses, costing models, salary studies, pay-equity reviews, calculation validation, and related controls. 4. HR Data Analytics and Reporting: Oversee the collection, validation, analysis, and reporting of HR data. Develop and maintain dashboards, recurring reports, and analytical tools that provide timely, accurate, and actionable workforce information to HR leaders, district leadership, and campus administrators. 5. Data Governance and Compliance: Implement and monitor standards for HR data quality, integrity, access, privacy, compliance, security, retention, and reconciliation. Ensure assigned processes comply with applicable law, district policy, records requirements, and internal controls, and recommend updates to procedures and guidance. 6. Cross-Functional Collaboration: Partner with HR departments and leaders in Information Technology, Finance, Academics, the Office of the Chief of Schools, and other areas to align systems, data definitions, reporting, compensation processes, and analytical tools. Present findings, project updates, and recommendations to internal and external stakeholders as assigned. 7. Team and Performance Management: Lead, develop, and evaluate assigned staff responsible for HR data and analytics, compensation, HR systems, or related functions. Establish goals, service standards, work plans, quality controls, and performance measures, and promote accountability, innovation, continuous improvement, and responsible data use. 8. Budget and Resource Management: Develop recommendations for assigned budgets, contracts, vendors, and technology investments. Monitor approved expenditures and resources and identify opportunities to improve service, strengthen controls, and increase cost effectiveness. 9. Other Duties: Perform other job-related duties as assigned to support Human Resources and district priorities.

EDUCATION

Bachelor's degree from an accredited college or university in human resources, data analytics, information technology, business administration, organizational leadership, education, or a related field required. Master's degree preferred. Applicants who do not meet the stated education requirement may be considered when an equivalent combination of education and relevant experience demonstrates the knowledge and ability required for the position.

WORK EXPERIENCE 5+ years of progressively responsible experience in HR systems, data analytics, compensation, human resources operations, or a related field, including experience leading teams, major projects, or complex cross-functional initiatives. Experience in a large, complex organization preferred. TYPE OF SKILL AND/OR REQUIRED LICENSING/CERTIFICATION Advanced knowledge of enterprise data analytics, data visualization, compensation analysis, and HR information systems, including tools such as Power BI, Tableau, SQL, Microsoft Fabric, SAP, Oracle, People.

Soft, or comparable platforms. Advanced proficiency with Microsoft Word, Excel, PowerPoint, Outlook, and Teams. Demonstrated ability to lead complex projects and coordinate work across departments in a matrixed organization. Ability to translate technical and workforce information into clear recommendations for executive, operational, and non-technical audiences.

Knowledge of data governance, process automation, workforce planning, internal controls, and responsible data-use practices. Strong written, verbal, presentation, facilitation, and stakeholder-management skills. PHR, SPHR, SHRM-CP, SHRM-SCP, TASBO, TASB, project management, data analytics, or related certification preferred.

LEADERSHIP RESPONSIBILITIES -Strategic oversight for multiple departments and/or a major division or for the entire district. Provides strategic direction and develops long-range plans which impact multiple departments or divisions. Using in-depth knowledge of multiple disciplines, identifies and evaluates high-impact issues, and provides strategy and direction to a major functional area or multiple departments.

Establishes programs and policies, and ensures integration of operational objectives across multiple, major departments, program areas and possibly district-wide. WORK COMPLEXITY/INDEPENDENT JUDGMENT -Work is non-standardized and widely varied, involving many complex and significant variables including significant time spent planning, evaluating complex solutions and issues, and negotiating outcomes.

Strong analytic ability and inductive thinking are frequently required to devise new approaches to situations where previously accepted solutions have proven inadequate. Position regularly makes recommendations to management on areas of significance to the division. Supervision received typically consists of providing periodic coaching, advice and feedback.

BUDGET AUTHORITY -Participates in a group plan and/or budget development. PROBLEM SOLVING -Decisions are made with greater freedom and discretion, including recommendations that are subject to approval on matters that may affect multiple departments across HISD. Job is frequently expected to recommend new solutions to problems, to improve existing methods/procedures/services and generate new ideas.

May also review decisions made by other individuals on more routine matters. IMPACT OF DECISIONS -Decisions have considerable impact to multiple divisions or the district causing risks or improvements to relationships, significant efficiencies or delays in operations, and/or significant financial gains or expenses. Errors are serious and difficult to discover, normally involve decisions not subject to detailed review and will result in excessive costs and/or significant project delays.

COMMUNICATION/INTERACTIONS -Negotiate and influence - interprets department strategies and services, resolves conflicts, influences outcomes on matters of significance for the division, conducts final negotiations and coordinates approvals/decision making below the executive level. Interactions are typically with customers and Top Management.

CUSTOMER RELATIONSHIPS -Leads others in the resolution of highly sensitive and confidential issues on behalf of the department. Acts as a trusted advisor and becomes involved in the customer's decision-making process including presenting alternatives and information and applying persuasion and negotiation skills in the resolution of problems.

Monitors customer service standards. WORKING/ENVIRONMENTAL CONDITIONS -Work is normally performed in a typical interior work environment which does not subject the employee to any hazardous or unpleasant elements. Ability to carry and/or lift less than 45 pounds.