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Director Of Human Resource Jobs in Rutherford, NJ

Hire Point Recruiting

Director of HRIS

Morristown, NJ · Hybrid

$170K - $210K/yr

The Director of HRIS will lead the organization's HR technology function and ensure systems effectively support HR operations, workforce needs, and broader business priorities. This role will oversee ...

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Director Of Human Resource information

See Rutherford, NJ salary details

$39.2K

$118.9K

$185.5K

How much do director of human resource jobs pay per year?

As of Sep 4, 2026, the average yearly pay for director of human resource in Rutherford, NJ is $118,867.00, according to ZipRecruiter salary data. Most workers in this role earn between $90,200.00 and $139,200.00 per year, depending on experience, location, and employer.

What does a director of human resource do?

A Director of Human Resource oversees the strategic planning and management of an organization's human resources department. Their responsibilities include developing HR policies, managing recruitment and talent development, ensuring legal compliance, and fostering a positive workplace culture. They also advise senior leadership on workforce planning, compensation, benefits, and employee relations, playing a key role in aligning HR strategies with overall business goals.

What are the key skills and qualifications needed to thrive as a director of human resource?

To thrive as a Director of Human Resources, you need deep knowledge of HR management, employment law, talent acquisition, and organizational development, usually supported by a bachelor's or master's degree in HR or a related field. Familiarity with HRIS software, payroll systems, and certifications such as SHRM-SCP or SPHR are highly valued. Exceptional leadership, conflict resolution, and strategic communication skills set outstanding candidates apart. These competencies are crucial for effectively shaping workplace culture, aligning HR strategy with business goals, and ensuring compliance and employee satisfaction.

How does a director of human resource typically collaborate with executive leadership to shape company culture?

A Director of Human Resource works closely with executive leadership to design and implement strategies that align workforce planning with the organization's overall vision and values. This involves facilitating open communication, advising on talent management, and leading initiatives related to diversity, equity, and inclusion. The HR Director often acts as a bridge between staff and senior management, ensuring that employee feedback is considered in strategic decisions and that company culture supports both business objectives and employee satisfaction.

What is the difference between Director Of Human Resource vs HR Manager?

AspectDirector Of Human ResourceHR Manager
ResponsibilitiesStrategic planning, policy development, overseeing HR departmentsImplementing policies, managing daily HR operations
Required CredentialsBachelor’s or Master’s in HR, Business, or related field; extensive experienceBachelor’s degree in HR or related field; mid-level experience
Work EnvironmentExecutive offices, strategic meetingsHR departments, administrative settings
Industry UsageUsed across large organizations and corporationsCommon in mid-sized and large companies

The main difference between a Director Of Human Resource and an HR Manager lies in their scope and focus. The Director typically handles strategic planning and oversees the entire HR department, while the HR Manager manages daily operations and policy implementation. Both roles require similar credentials but differ in responsibility level and strategic involvement.

Do human resource directors make a lot of money?

Human resource directors typically earn a high salary due to their leadership role in managing company personnel and strategic planning. Salaries vary based on industry, company size, and location, but they often include additional benefits and bonuses. Experience, certifications, and skills in HR management tools can also influence compensation.

What job categories do people searching Director Of Human Resource jobs in Rutherford, NJ look for?

The top searched job categories for Director Of Human Resource jobs in Rutherford, NJ are:

What cities near Rutherford, NJ are hiring for Director Of Human Resource jobs?

Cities near Rutherford, NJ with the most Director Of Human Resource job openings:

Director Of Human Resource jobs near you
Infographic showing various Director Of Human Resource job openings in Rutherford, NJ as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 13% Part Time, 2% Contract, and 2% Nights. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $118,867 per year, or $57.1 per hour.

Director of HRIS

Hire Point Recruiting

Morristown, NJ • Hybrid

$170K - $210K/yr

Full-time

Posted 23 days ago

Key responsibilities

  • Lead the HRIS function and establish priorities for the organization's HR technology environment.

  • Oversee Workday administration, functionality, configuration, enhancements, and ongoing optimization.

  • Lead HR technology projects and initiatives, including requirements gathering, design, configuration, testing, implementation, and ongoing support.

Job description

Position Overview:

The Director of HRIS will lead the organization’s HR technology function and ensure systems effectively support HR operations, workforce needs, and broader business priorities. This role will oversee the direction and ongoing development of the HR technology environment, with Workday serving as the primary HR platform.


The position will have responsibility across HR systems strategy, platform management, process improvement, reporting, data, integrations, security, and governance. Working closely with HR, IT, and other business functions, the Director of HRIS will identify technology needs, develop solutions, and continuously improve the efficiency and effectiveness of HR systems and processes.


The Director of HRIS will also lead the HRIS team, manage external technology partners, and ensure the organization’s HR technology capabilities continue to evolve with changing business requirements.


Employment Type: Full-Time, Permanent

Work Arrangement: Hybrid

Base Salary: $170k - $210k


Key Responsibilities:

  • Lead the HRIS function and establish priorities for the organization’s HR technology environment.
  • Develop and maintain plans for the continued development and improvement of HR systems and technology.
  • Oversee Workday administration, functionality, configuration, enhancements, and ongoing optimization.
  • Lead HR technology projects and initiatives, including requirements gathering, design, configuration, testing, implementation, and ongoing support.
  • Manage system upgrades, releases, enhancements, integrations, testing, troubleshooting, and related changes.
  • Partner with HR teams to understand functional requirements and develop system solutions that support business processes.
  • Identify opportunities to simplify HR processes, automate manual activities, improve workflows, and expand employee and manager self-service.
  • Evaluate HR technology solutions and recommend improvements or new capabilities based on organizational needs.
  • Oversee system configurations, workflows, approvals, security roles, permissions, and other administrative components.
  • Manage integrations and data movement between HR systems and other business applications.
  • Maintain appropriate documentation and standards related to system configuration, testing, and changes.
  • Establish and maintain effective practices for system governance, security, access, controls, and data management.
  • Ensure HR technology processes and data practices align with applicable policies, regulatory requirements, privacy standards, and audit expectations.
  • Support audits involving HR systems, data, access, security, and related controls.
  • Oversee HR reporting, dashboards, analytics, metrics, and related data capabilities.
  • Maintain standards that support accurate, consistent, and reliable HR data and reporting.
  • Analyze information generated through HR systems to identify trends, risks, opportunities, and areas for improvement.
  • Improve the employee and manager experience by enhancing the usability, accessibility, and effectiveness of HR technology.
  • Support successful technology adoption through communication, training, change management, and stakeholder engagement.
  • Collaborate with HR, IT, Finance, Legal, Compliance, and other functions on technology needs and broader business initiatives.
  • Provide guidance to HR leadership regarding system capabilities, technology solutions, and opportunities for improvement.
  • Partner with IT on integrations, security, data management, architecture, and other technology-related matters.
  • Manage relationships with external technology vendors, consultants, and service providers.
  • Lead and develop the HRIS team by establishing priorities, responsibilities, and performance expectations.
  • Support team development through coaching, training, knowledge sharing, and cross-training.
  • Promote collaboration, accountability, technical expertise, innovation, and continuous improvement within the HRIS function.


Qualifications:

  • Bachelor’s degree in Human Resources, Business Administration, Information Systems, Technology, or a related field.
  • 8+ years of progressive experience in HRIS, HR technology, People Systems, or a related function.
  • Experience leading an HRIS, HR technology, or People Systems team.
  • Extensive hands-on Workday experience across system configuration, business processes, enhancements, integrations, testing, releases, security, reporting, and administration.
  • Experience supporting HR systems and technology within a global organization.
  • Experience developing and executing HR technology strategies and roadmaps.
  • Experience managing HR technology implementations, upgrades, enhancements, and related projects.
  • Experience managing HR technology platforms and partnering with IT and other technical teams.
  • Strong knowledge of HR systems, integrations, security, data management, access controls, and governance.
  • Experience gathering business requirements and translating them into effective system solutions.
  • Strong knowledge of HR reporting, analytics, dashboards, and data management.
  • Experience improving HR processes through technology, automation, workflow improvements, and self-service capabilities.
  • Demonstrated ability to lead cross-functional initiatives and work effectively with stakeholders across HR, IT, and other business functions.
  • Strong analytical, problem-solving, project management, and organizational skills.
  • Excellent written and verbal communication skills with the ability to work effectively with technical and non-technical stakeholders.
  • Ability to handle sensitive employee and organizational information with appropriate discretion.
  • Experience with HR service delivery, case management, or workflow platforms preferred.
  • Experience working within a highly regulated or complex organizational environment preferred.
  • Workday, HR technology, or related systems certifications preferred.
  • Advanced Human Resources certification preferred.