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Hris Director Jobs in Plymouth, MA (NOW HIRING)

Ametek

Director, Human Resources

New Bedford, MA · On-site

The Director, Human Resources for the Engineered Interconnect & Packaging (EIP) Business Unit is a ... Ensure integrity and effective use of HRIS systems and HR data. * Identify opportunities to improve ...

AMETEK

Director, Human Resources

New Bedford, MA · On-site

The Director, Human Resources for the Engineered Interconnect & Packaging (EIP) Business Unit is a ... Ensure integrity and effective use of HRIS systems and HR data. * Identify opportunities to improve ...

Ametek

Director, Human Resources

New Bedford, MA · On-site

The Director, Human Resources for the Engineered Interconnect & Packaging (EIP) Business Unit is a ... Ensure integrity and effective use of HRIS systems and HR data. * Identify opportunities to improve ...

Insperity

Director of Human Resources

Sandwich, MA · On-site

As the Director of Human Resources , you will lead and execute a comprehensive HR strategy aligned ... Demonstrated experience with PEO models, HRIS systems, payroll platforms, and employment law ...

AMETEK

Job Director, Human Resources

New Bedford, MA · On-site

$150K - $175K/yr

Director, Human Resources Location: New Bedford, MA, US, 02745 Business Unit: Engineered ... Proficiency in Microsoft Office tools (Excel, Word, PowerPoint) and HRIS platforms. Willingness and ...

New

JSI Cabinetry

Human Resources Coordinator

Fall River, MA · On-site

$20 - $24/hr

Reporting directly to the Director of Human Resources, this person's primary focus will be to ... Maintain employee records within the Paylocity HRIS system. * Maintain detailed s along with ...

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Hris Director information

See Plymouth, MA salary details

$41.9K

$126.9K

$198K

How much do hris director jobs pay per year?

As of May 28, 2026, the average yearly pay for hris director in Plymouth, MA is $126,875.00, according to ZipRecruiter salary data. Most workers in this role earn between $96,300.00 and $148,500.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as an HRIS Director, and why are they important?

To thrive as an HRIS Director, you need deep expertise in human resources management, HRIS platforms, data analysis, and typically a bachelor’s or master’s degree in HR, IT, or a related field. Familiarity with HRIS platforms such as Workday, SAP SuccessFactors, Oracle HCM, and relevant certifications (e.g., SHRM-CP, PHR) are highly valuable. Strong leadership, problem-solving abilities, and excellent communication skills are crucial for aligning HR technology with organizational goals and managing cross-functional teams. These competencies ensure effective system implementation, data-driven decision-making, and streamlined HR operations across the organization.

What are some common challenges faced by an HRIS Director when implementing a new HRIS platform across a large organization?

Implementing a new HRIS platform as an HRIS Director often involves challenges such as aligning diverse stakeholder expectations, ensuring data integrity during migration, and managing change resistance among employees. You will need to coordinate with IT, HR, and department leaders to map out workflows, address integration issues with existing systems, and provide comprehensive training to end users. Successfully navigating these challenges requires strong project management skills, clear communication, and an ability to adapt to evolving organizational needs.

What are HRIS Directors?

HRIS Directors are senior professionals responsible for overseeing a company's Human Resources Information System (HRIS). They manage the selection, implementation, and maintenance of HR technology solutions that support HR processes such as payroll, benefits administration, and employee data management. Their role involves collaborating with IT and HR departments to ensure data accuracy, system security, and process efficiency. HRIS Directors also analyze system performance and recommend improvements to align with business goals.

What is the difference between Hris Director vs Hris Manager?

AspectHris DirectorHris Manager
Required CredentialsBachelor's degree, HRIS certifications, leadership experienceBachelor's degree, HRIS or HR certifications, operational experience
Work EnvironmentStrategic planning, senior leadership collaborationDay-to-day HRIS system management, team supervision
Employer & Industry UsageLarge organizations, HR departmentsMid-sized companies, HR teams
Common Search & ComparisonStrategic HRIS roles, leadership in HRISOperational HRIS roles, system administration

The Hris Director typically focuses on strategic planning, system implementation, and leading HRIS initiatives at an organizational level. In contrast, the Hris Manager handles daily system operations, manages HRIS teams, and ensures system functionality. Both roles require HRIS knowledge and certifications but differ mainly in scope and seniority.

What are the most commonly searched types of Hris jobs in Plymouth, MA? The most popular types of Hris jobs in Plymouth, MA are:
What are popular job titles related to Hris Director jobs in Plymouth, MA? For Hris Director jobs in Plymouth, MA, the most frequently searched job titles are:
What job categories do people searching Hris Director jobs in Plymouth, MA look for? The top searched job categories for Hris Director jobs in Plymouth, MA are:
What cities near Plymouth, MA are hiring for Hris Director jobs? Cities near Plymouth, MA with the most Hris Director job openings:
Hris Director jobs near you
Infographic showing various Hris Director job openings in Plymouth, MA as of May 2026, with employment types broken down into 3% As Needed, 47% Full Time, 47% Part Time, and 3% Contract. Highlights an 98% Physical, and 2% Hybrid job distribution, with an average salary of $126,875 per year, or $61 per hour.
Director, Human Resources

Director, Human Resources

Ametek

New Bedford, MA • On-site

Other

Posted 27 days ago

AMETEK rating

7.9

Company rating: 7.9 out of 10

Based on 43 frontline employees who took The Breakroom Quiz

50th of 137 rated electronics manufacturers

Job description

The Director, Human Resources for the Engineered Interconnect & Packaging (EIP) Business Unit is a key member of the Business Unit leadership team, responsible for providing leadership that enables profitable growth, operational excellence, and a highperforming culture across the Business Unit (BU).

This role serves as a strategic and handson HR leader, partnering closely with Business Unit leadership to align human capital strategies with business objectives. The Director, HR will operate in a matrixed environment, collaborating with Division and Corporate HR shared service teams while maintaining strong ownership of HR execution across the BU.

The position has responsibility for multiple U.S. manufacturing locations including New Bedford, MA; Westerly, RI; Cincinnati, OH; and Rosemead, CA, and works collaboratively with International HR partners supporting EIP operations in Reynosa, Mexico; Penang, Malaysia; and Europe.

Key Responsibilities:

Strategic Leadership & Business Partnership

  • Serve as a trusted advisor and business partner to the EIP Business Unit leadership team, aligning HR strategies with business goals to support growth, productivity, and profitability.
  • Partner with BU leaders to drive organizational effectiveness, workforce planning, and change management initiatives.
  • Provide HR leadership in support of BU strategy execution, acquisitions, integrations, and continuous improvement initiatives.
  • Act as the BU HR liaison to Division and Corporate HR shared services, ensuring seamless alignment and execution of enterprise HR programs.

Talent Management & Organizational Effectiveness

  • Lead and execute talent acquisition, workforce planning, succession planning, and leadership development strategies to build a strong and scalable talent pipeline.
  • Coach and support leaders in performance management, including goalsetting, performance differentiation, development planning, and corrective action.
  • Drive robust succession planning and talent reviews to support leadership continuity and bench strength.
  • Champion employee engagement initiatives that reinforce accountability and performance.

HR Operations & Employee Relations

  • Provide handson leadership in core HR disciplines including:
    • Recruiting and onboarding
    • Performance management
    • Employee relations and investigations
    • Compensation planning and wage administration
    • Employee development and training
    • Ensure consistent application of HR policies, practices, and AMETEK values across all EIP locations.
    • Serve as a coach to managers at all levels on employee relations, leadership effectiveness, and organizational issues.

Compliance, Safety & Risk Management

  • Ensure compliance with all applicable federal, state, and local employment laws and regulations, including EEO, ADA, FMLA, ERISA, OSHA, DOL, workers' compensation, and wage/hour requirements.
  • Partner with site leadership, Corporate HR, and EHS teams to support employee health, safety, and workers' compensation programs.
  • Oversee accurate HR recordkeeping, audits, and reporting requirements in partnership with shared services.

Analytics, Systems & Continuous Improvement

  • Leverage HR metrics and analytics (headcount, turnover, overtime, talent, engagement) to identify trends and recommend datadriven actions.
  • Ensure integrity and effective use of HRIS systems and HR data.
  • Identify opportunities to improve HR processes, efficiency, and standardization across the BU while maintaining appropriate local flexibility.

Education:

  • Bachelor's degree in Human Resources, Business Administration, or a related field required.
  • Advanced degree and/or PHR/SPHR certification preferred.

Experience:

  • 7-10+ years of progressive HR leadership experience, preferably in a manufacturing or industrial environment.
  • Demonstrated experience leading HR for multisite operations, including geographically dispersed manufacturing locations.
  • Strong background in performance management, employee relations, talent acquisition, compensation, and compliance.
  • Experience working in a matrixed/global environment, partnering with shared service and international HR teams.
  • Working knowledge of wage and salary structures, shopfloor HR issues, and frontline workforce dynamics.

Skills & Competencies:

  • Strong business acumen with the ability to connect HR strategy to operational and financial outcomes.
  • Proven ability to influence and coach leaders at all levels.
  • Excellent interpersonal, verbal, and written communication skills.
  • Analytical mindset with comfort using data to drive decisions.
  • Proficiency in Microsoft Office tools (Excel, Word, PowerPoint) and HRIS platforms.
  • Willingness and ability to travel frequently to domestic locations and occasionally internationally.

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