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Hris Director Jobs in Springfield, IL (NOW HIRING)

Jobtailor

Senior HR Business Partner

Springfield, IL · On-site

$60 - $80/hr

... the HR Director Requirements * Bachelor's degree in Human Resources or related field required ... Knowledge of talent management, compensation/HRIS, benefits, and employee relations * Advanced ...

International Paper

HR Coordinator

Lincoln, IL

$20.50 - $26.75/hr

Maintains the Affirmative Action Planning system, including maintaining annual logs for internal ... Ability to be proactive and self-directed while working professionally in a team environment to ...

International Paper

HR Coordinator

Lincoln, IL · On-site

$20.50 - $26.75/hr

Maintains the Affirmative Action Planning system, including maintaining annual logs for internal ... Ability to be proactive and self-directed while working professionally in a team environment to ...

International Paper Company

HR Coordinator

Lincoln, IL · On-site

$20.50 - $26.75/hr

Maintains the Affirmative Action Planning system, including maintaining annual logs for internal ... Ability to be proactive and self-directed while working professionally in a team environment to ...

Springfield Clinic

HR Business Partner

Springfield, IL · On-site

$74K - $111K/yr

Under the direct supervision of the Director of Employee Relations and Business Support, the Human ... HRIS, Benefits & Employee Relations. * Ability to travel as needed. * Experience with Microsoft ...

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Hris Director information

See Springfield, IL salary details

$38.2K

$115.6K

$180.4K

How much do hris director jobs pay per year?

As of Sep 8, 2026, the average yearly pay for hris director in Springfield, IL is $115,564.00, according to ZipRecruiter salary data. Most workers in this role earn between $87,700.00 and $135,300.00 per year, depending on experience, location, and employer.

What is an HRIS director?

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 are the key skills and qualifications needed to thrive as an HRIS director?

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 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 Springfield, IL?

The most popular types of Hris jobs in Springfield, IL are:

What are popular job titles related to Hris Director jobs in Springfield, IL?

For Hris Director jobs in Springfield, IL, the most frequently searched job titles are:

What job categories do people searching Hris Director jobs in Springfield, IL look for?

The top searched job categories for Hris Director jobs in Springfield, IL are:

What cities near Springfield, IL are hiring for Hris Director jobs?

Cities near Springfield, IL with the most Hris Director job openings:

Hris Director jobs near you
Infographic showing various Hris Director job openings in Springfield, IL as of August 2026, with employment types broken down into 1% As Needed, 79% Full Time, 18% Part Time, and 2% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $115,564 per year, or $55.6 per hour.

HRIS Manager (5030)

Southern Illinois University School of Medicine

Springfield, IL • On-site

$8.1K - $8.9K/mo

Full-time

Medical, Dental, Life, Retirement, PTO

Posted 21 days ago

Key responsibilities

  • Serve as the functional owner and subject matter expert for Human Resources information systems, applications, and related enterprise technology solutions.

  • Develop and maintain HR reports, dashboards, and workforce metrics to support HR leadership and organizational decision-making.

  • Analyze HR business processes and lead the design and implementation of automated workflows and electronic solutions to improve operational efficiency.

Job description

Salary: $8,106.67 - $8,917.33 Monthly
Location : Springfield, IL
Job Type: Civil Service
Job Number: 2402261
Department: Human Resources-SMS
Opening Date: 08/18/2026
Closing Date: 9/8/2026 2:00 PM Central
FLSA: Exempt
Bargaining Unit: N/A
Shift: Days
ExemptorNon_Exempt: Exempt
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Description
The HRIS Manager is responsible for the strategic management, administration, optimization, and continuous improvement of Human Resources information systems and workforce data operations. The position serves as the functional owner of HR technology and the focal point for HR data operations, providing direction for the systems, processes, staff, and controls necessary to maintain accurate, secure, and reliable HR information. The position serves as the primary liaison between Human Resources, Information Technology, system vendors, and institutional stakeholders and translates HR business requirements into effective technology and data solutions.
Examples of Duties
HRIS & TECHNOLOGY MANAGEMENT - 30%
  1. Serve as the functional owner and subject matter expert for Human Resources information systems, applications, and related enterprise technology solutions.
  2. Define, prioritize, and oversee HR technology needs and objectives in alignment with HR and institutional strategic priorities.
  3. Administer, configure, maintain, and optimize HR technology applications, including system security, user roles, workflows, organizational structures, position data, reporting relationships, and other system configurations.
  4. Coordinate system enhancements, upgrades, integrations, testing, implementations, and new functionality, ensuring solutions meet business requirements and operational needs.
  5. Partner with Information Technology, vendors, and institutional stakeholders to troubleshoot and resolve complex system issues, identify root causes, and implement sustainable solutions.
  6. Evaluate existing and emerging HR technologies and make recommendations regarding system capabilities, functionality, integrations, automation, and technology investments.
  7. Develop and maintain system documentation, technical procedures, configuration documentation, business requirements, and user guides.
  8. Establish and maintain processes to ensure HR technology systems support regulatory requirements, institutional policies, data security, business continuity, and operational effectiveness.
  9. Lead or participate in institutional HR technology projects, implementations, system conversions, integrations, and other strategic technology initiatives.
WORKFORCE DATA, REPORTING & BUSINESS INTELLIGENCE - 20%
  1. Direct the development, maintenance, and distribution of complex operational, management, compliance, and executive-level HR reports.
  2. Develop and maintain interactive dashboards, workforce metrics, and business intelligence solutions that provide HR leadership and institutional decision-makers with actionable workforce information.
  3. Extract, integrate, analyze, validate, and interpret workforce data from multiple enterprise systems and data sources.
  4. Develop and maintain reporting solutions using enterprise reporting and data analysis platforms, including SQL-based reporting tools, Business Intelligence platforms, Microsoft Access, Microsoft Excel, and other reporting applications.
  5. Utilize advanced data analysis and modeling techniques, including Power Query, Power Pivot, complex formulas, pivot tables, lookup functions, data modeling, and related analytical tools.
  6. Develop recurring executive and business-unit dashboards supporting workforce planning, recruitment, retention, turnover, compensation, diversity, compliance, and other strategic HR initiatives.
  7. Establish data validation and quality assurance processes to ensure the accuracy, consistency, completeness, and reliability of workforce reporting.
  8. Manage and coordinate responses to FOIA requests, regulatory and compliance reporting, audits, institutional data requests, and other requests requiring the extraction, analysis, interpretation, or presentation of HR data.
  9. Translate complex workforce data into meaningful information and recommendations that support strategic decision-making and organizational planning.
HR PROCESS IMPROVEMENT, AUTOMATION & PROJECT MANAGEMENT - 20%
  1. Analyze HR business processes, workflows, and service delivery models to identify opportunities to improve efficiency, scalability, customer service, data quality, and operational effectiveness.
  2. Lead the design, development, implementation, and maintenance of automated HR workflows, electronic forms, approval processes, notifications, and other technology-enabled solutions.
  3. Utilize workflow automation and business process management platforms, including Smartsheet and other applicable technologies, to reduce manual processes and improve transaction accuracy and timeliness.
  4. Partner with HR leadership and functional teams to redesign business processes and translate operational requirements into sustainable technology solutions.
  5. Identify opportunities to integrate HR systems and eliminate redundant, disconnected, or manual processes.
  6. Research emerging technologies, automation capabilities, artificial intelligence, analytics tools, and other solutions and evaluate their potential application to HR operations.
  7. Lead and/or participate in cross-functional HR technology projects and special initiatives, including project planning, requirements gathering, testing, implementation, change management, and post-implementation evaluation.
  8. Establish project priorities, timelines, deliverables, and success measures for assigned HR technology initiatives and communicate project status, risks, and recommendations to HR leadership and stakeholders.
DATA GOVERNANCE, SECURITY & CUSTOMER SUPPORT - 15%
  1. Establish and maintain data governance practices that promote the integrity, security, confidentiality, availability, and appropriate use of HR information.
  2. Monitor and audit employee, organizational, position, and reporting structure data across HR systems to identify discrepancies and ensure data accuracy and consistency.
  3. Partner with Information Technology and other institutional stakeholders to ensure appropriate security controls, access protocols, system permissions, and applicable cybersecurity requirements are maintained for HR systems and sensitive employee information.
  4. Develop and implement procedures for data quality assurance, system access, records management, and the appropriate handling of confidential HR information.
  5. Provide advanced technical support, consultation, troubleshooting, and problem resolution to HR staff, managers, departmental users, and other system stakeholders.
  6. Develop and deliver training, documentation, user guides, and other resources to improve user understanding and effective utilization of HR technology.
  7. Serve as a liaison between HR, Information Technology, vendors, and system users to facilitate communication, resolve issues, and coordinate technology-related activities.
  8. Perform other related duties as assigned.

SUPERVISION & HR DATA OPERATIONS - 15%
  1. Serve as the focal point and functional lead for Human Resources data operations, including employee, position, organizational, reporting relationship, and related HR data maintained in AIS and other HR systems.
  2. Directly supervise assigned HR data staff and assign, prioritize, coordinate, and review their work to ensure timely, accurate, and consistent processing.
  3. Establish and maintain procedures, standards, controls, quality assurance practices, and service expectations for HR data operations.
  4. Monitor workload, transaction volume, accuracy, deadlines, and service levels and adjust priorities or resources as needed.
  5. Provide technical direction, training, coaching, and guidance to assigned staff and serve as the primary escalation point for complex or sensitive HR data issues.
  6. Establish cross-training, documentation, and backup processes to ensure continuity of critical HR data functions.
  7. Review significant data discrepancies, exceptions, and operational issues and coordinate resolution with HR, Information Technology, Payroll, Finance, and other appropriate offices.
  8. Evaluate HR data operations and recommend staffing, process, technology, or resource changes that improve accuracy, efficiency, service, and business continuity.
  9. Ensure HR data operations comply with institutional policies, applicable regulations, confidentiality requirements, data governance standards, and information security practices.
  10. Perform other related duties as assigned.

Qualifications
Credentials to be Verified by Placement Officer
  1. Any one or any combination totaling five years (60 months) from the following categories:
    1. College coursework which includes Information Technology (IT), IT Management, Programming, IT systems, or a closely related discipline, as measured by the following conversion table or its proportional equivalent:
      • 30 semester hours equals one (1) year (12 months
      • Associate's Degree (60 semester hours) equals eighteen months (18 months)
      • 90 semester hours equals two (2) years (24 months)
      • Bachelor's Degree (120 semester hours) equals three (3) years (36 months)
    2. Work experience which includes demonstrated proficiency in enterprise Human Resource Information Systems (HRIS), business intelligence and reporting platforms, advanced Microsoft Excel, data analysis, workflow automation, and business process improvement, which includes supervisory or lead worker capacity.

Knowledge, Skills and Abilities (KSAs)
To be successful in this position, the incumbent must meet all of the minimum qualifications identified by the State Universities Civil Service System for the Information Technology Manager classification, as well as the following skills and/or attributes identified as essential for this individual position:
  • Knowledge of the systems and operations used within the areas and departments of responsibility.
  • Excellent verbal and written communication skills.
  • Ability to oversee and coordinate activities of assigned staff.
  • Ability to effectively communicate with other colleagues, supervisors, administrative staff, and other campus/agency units.
  • Ability to identify and resolve technical and personnel problems.
  • Ability to effectively communicate and professionally interact with all staff levels.

Condition of Employment
Out of State Applicants that apply to Springfield vacancies in classifications in the occupational area of Professional, Semi-Professional, or Managerial will be subject to the following Condition of Employment: Pursuant to the State University Civil Service System, an out-of-state resident who is hired into this position must establish Illinois residency within 180 calendar days of their start date.
Supplemental Information
If you require assistance, please contact the Office of Human Resources at or call 217-545-0223 Monday through Friday, 8:00am-4:30pm.
The mission of Southern Illinois University School of Medicine is to optimize the health of the people of central and southern Illinois through education, patient care, research and service to the community.
The SIU School of Medicine Annual Security Report is available online at This report contains policy statements and crime statistics for Southern Illinois University School of Medicine in Springfield, IL. This report is published in compliance with Federal Law titled the
"Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act."
Southern Illinois University School of Medicine is an Affirmative Action/Equal Opportunity employer who provides equal employment and educational opportunities for all qualified persons without regard to race, color, religion, sex, national origin, age, disability, sexual orientation, protected veteran status or marital status in accordance with local, state and federal law.
Pre-employment background screenings required.
Paid time off: Includes 12 paid holidays per year. Accrual rates vary based on employment type and years of service
Paid sick time: Use for personal illness, doctor visits, or if your immediate family members fall ill
Health, Dental, and Life insurance
Optional life insurance: Your spouse and dependents can enroll in State term life and university-sponsored term life insurance.
Prescription: Plan participants enrolled in any state health plan have prescription drug benefits included in the coverage.
Long-term Disability Insurance
Flexible spending accounts: Optional, IRS tax-favored program that enables you to stretch medical expenses and dependent care dollars
Voluntary retirement accounts: Optional plans include the State of Illinois Deferred Compensation Plan (457) and Tax Deferred Annuity (403b).
Tuition Waiver/Tuition Reimbursement: Continue your graduate or undergraduate education with the help of tuition waivers or tuition reimbursement
Leaves of absence: Includes FMLA and Extended Sick Leave Benefits for qualified employees
Employee Assistance Program: Access free and confidential support, including counseling services, and information during difficult times
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