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Vice President Hris Jobs (NOW HIRING)

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HRIS Fellow

Godley, TX · On-site +1

Position: HRIS Fellow (Paycom Workflow & SOP Documentation) Reports To: VP, Human Resources or Designee Location: Lubbock, TX - Hybrid or Remote Salary/Hourly Rate: Hourly, DOE H&W Rate: N/A - NonSCA ...

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How much do vice president hris jobs pay per year?

As of Jul 20, 2026, the average yearly pay for vice president hris in the United States is $157,532.00, according to ZipRecruiter salary data. Most workers in this role earn between $115,000.00 and $190,000.00 per year, depending on experience, location, and employer.

What are some typical challenges faced by a Vice President HRIS, and how are they addressed?

A Vice President HRIS frequently encounters challenges such as integrating new HR technologies with legacy systems, ensuring data security and compliance, and keeping up with evolving business needs. They address these challenges by collaborating closely with IT and HR stakeholders, overseeing rigorous system testing, and staying updated on industry best practices. Additionally, strong change management skills are essential to drive user adoption and training across the organization. Overcoming these challenges is key to successfully maximizing the value of HRIS investments and supporting strategic HR initiatives.

What does a Vice President of HRIS do?

A Vice President of HRIS (Human Resources Information Systems) leads the strategy, implementation, and management of HR technology solutions within an organization. They oversee HR systems, data analytics, and process automation to improve efficiency, compliance, and decision-making. This role involves working closely with HR, IT, and executive leadership to align technology with business goals. Additionally, they ensure system security, user training, and vendor management for HR software solutions.

What are the key skills and qualifications needed to thrive in the Vice President Hris position, and why are they important?

To thrive as a Vice President HRIS, you need extensive experience in human resources information systems, strategic HR management, and data analytics, usually backed by a bachelor's or master's degree in HR, business, or IT. Familiarity with leading HRIS platforms (like Workday, SAP SuccessFactors, or Oracle HCM), data privacy regulations, and certifications such as SHRM-SCP or PHR-SPHR are often expected. Outstanding leadership, project management, and cross-functional communication skills set top performers apart in this role. These skills are crucial for effectively guiding digital HR transformation, ensuring data integrity, and aligning HR technology initiatives with organizational strategy.

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Vice President Hris jobs near you

Assistant Vice President of Human Resources

Housing Opportunity Com

Silver Spring, MD • On-site

Full-time

Re-posted 17 days ago

Job description

Assistant Vice President, Human Resources:

The Housing Opportunities Commission of Montgomery County (HOC) was established in 1974 to better respond to the County’s need for affordable housing. HOC is authorized to acquire, own, lease, and operate housing; to provide for the construction or renovation of housing; obtain financial assistance from any public or private source to assist its housing activities; and arrange for social services, resident services, and daycare.

Job Description:

The Assistant Vice President of Human Resources, under the direction of the Vice President Human Resources, serves as the technical expert responsible for directing core HR leadership and management functions, developing strategic talent initiatives, and ensuring regulatory compliance. This position is responsible for leading an array of human resources functions including labor and employee relations strategies, compensation structures, benefits administration, HRIS, training and organizational development, talent acquisition, employee engagement and management of personnel records. Additionally, this position is responsible for guiding the efficient and effective day-to-day administration of these and other HR programs, operational execution, maintaining compliance, and driving key talent initiatives. This role is expected to provide HR leadership and thought-partnership in the absence of the Vice President. This position will be located Downtown Silver Spring, MD at our headquarters.


Examples of Duties:

  • Supervise mentor, and direct HR managers, trainer, generalists, specialists, and support staff.
  • Collaborate with senior leadership to build positive workplace culture and address organizational talent needs.
  • Drive employee engagement initiatives, strengthen Agency culture, and manage complex employee relations matters.
  • Develop and implement HR strategies that align with Divisional and Agency-wide strategic goals.
  • Create reports and metrics to assess HR program effectiveness and recommend improvements.
  • Identify process inefficiencies and propose redesigns to enhance HR service delivery.
  • In collaboration with the VP-HR and key management staff, design and implement HR programs and strategies that meet the needs of the organization.
  • Collaborate with the VP-HR on the design and implementation of HOC’s compensation and classification system. Ensure that all position descriptions are updated with current duties and responsibilities and are in compliance with federal and state regulations.
  • Manage all facets of the Human Resources Information System (HRIS); provide relevant HR staff training; ensure all features are optimized; troubleshoot issues with information technology staff and recommend software updates as required.
  • Oversee and manage all labor and employee relations programs, ensuring compliance with federal and state regulations while fostering a positive workplace environment.
  • Collaborate with staff to ensure HOC’s full compliance with Collective Bargaining Agreements; serving as liaison between management and labor unions.
  • Lead the labor relations activities assist with negotiating collective bargaining agreements and direct staff in addressing labor disputes promptly and effectively.
  • Conduct periodic assessments to identify workforce training and development needs; organize the effective coordination of these training and development programs in a manner that will improve employee performance and organizational productivity.
  • Manage all facets of the Human Resources Information System (HRIS); provide relevant HR staff training; ensure all features are optimized; troubleshoot issues with information technology staff and recommend software updates as required.
  • Conduct periodic assessments to identify training and development needs; organize the effective coordination of these training and development programs in a manner that will improve employee performance and organizational productivity.
  • Effectively utilize Talent Acquisition, Retention, and Development teams to accomplish work objectives and develop increased capabilities of employees.
  • Provide collaborative leadership to ensure full cycle recruitment plans are aligned with the operational and administrative needs of the organization
  • Leverage the Talent Acquisition team to develop effective sourcing strategies and build strong talent pipelines in support of the Agency’s need for top talent. Strengthen relationships with colleges, alumni groups, trade associations, etc.
  • Create diversity strategies to optimize external sourcing channel. Develop sustainable talent acquisition plan to attract qualified and diverse candidate pool.
  • Collaborate with the office of public affairs to design recruitment branding with associated collaterals; encourage recruitment staff to be “brand ambassadors” for HOC.
  • Develop and implement a comprehensive onboarding system, utilizing appropriate program evaluation tool to maintain effectiveness in meeting established standards.
  • Responsible for developing strategies to improve employee engagement and manage programs and activities designed to create and maintain a positive and productive workplace.
  • Develop and administer comprehensive monthly workforce reporting and analyses, conducts regular surveys and feedback sessions, and oversees a comprehensive exit interview process as necessary to keep abreast of workplace issues, which may require attention.
  • Oversee the Performance Management process and develop quantitative and qualitative measures for staff evaluation.
  • Perform other related duties as assigned



Minimum Qualifications:

Experience

  • At least seven (7) years of experience in labor and employee relations and HR Management
  • At least three (3) years of leadership and staff management within HR functions
  • At least three (3) years of experience in labor contract negotiation and administration of collective bargaining agreements (CBA)
  • At least three (3) years of experience managing talent acquisition, including full-cycle recruitment, and compensation/classification structures
  • At least three (3) years of experience in data analytics, report development, and metrics analysis to assess HR program effectiveness and recommend improvements


Education:

  • Bachelor’s degree from an accredited college or university in Human Resources or related field
  • Master’s degree preferred


Knowledge, Skills and Abilities

  • Knowledge of federal and state regulations governing human resources; including Equal Employment Opportunity rules.
  • Knowledge of complex or diverse information, including collecting and researching data.
  • Demonstrated expertise in management practices, administration and program development.
  • Demonstrated ability to inspire, motivate, and influence teams to achieve organizational goals.
  • Skilled in facilitating process improvement initiatives and enhancing operational effectiveness.
  • Demonstrated commitment to accountability, responsiveness, and achieving high standards of performance.
  • Skilled in building collaborative relationships with internal and external stakeholders while maintaining a strong customer service focus
  • Ability to prioritize competing initiatives and drive results in fast-paced environments.
  • Demonstrated ability to align departmental initiatives with organizational strategy and business objectives.
  • Skilled in analyzing complex situations and implementing strategic and practical solutions.
  • Knowledge of labor management regulations, recruitment and retention strategies and practices; staffing, training, and organizational development processes.
  • Skilled in organizational and management practices applicable to the analysis and evaluation of programs, policies and operational needs.
  • Demonstrated expertise in the principles of supervision, training and performance management systems.
  • Must possess sound ethical and business practice.
  • Excellent written and verbal communication with advanced business acumen.


Financial Disclosure Statement:

This position is designated as “Essential”

Your position is designated by the County Executive as one requiring the incumbent to file a Public Financial Disclosure Statement (FDS) pursuant to Montgomery County Ethics Policy. You must file a FDS within 15 days of hire date, on an annual basis, and when you leave this position.


Technical Skills

To perform this job successfully, an individual should have knowledge of personal computer and software such as (MS Word, and MS Outlook); and must be able to learn other computer software programs as required by assigned tasks.

Physical demands

The work requires no unusual physical demands. The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

While performing the duties of this job, the employee is frequently required to sit and talk or listen. The employee is occasionally required to stand and walk. The employee may occasionally lift and/or move up to 25 pounds.


Work environment

The work is performed in the normal office setting and meetings held in conference rooms. The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job.


Working Conditions

The work environment characteristics and physical demands described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.


*Grade 29 Min: $90,511 / Mid: $122,074 / Max: $153,637 | | Salary determined by departmental budget- Offer commensurate with experience


HOC is an equal-opportunity employer committed to diversity and inclusion in the workplace. All qualified applicants will receive consideration for employment without regard to sex, race, color, age, national origin, religion, disability, genetic information, marital status, sexual orientation, gender identity, gender reassignment, citizenship, immigration status, protected veteran status, or any other basis prohibited under applicable federal, state or local law. HOC promotes a drug-free workplace.

HOC conducts criminal background checks, employment reference checks, and where applicable, reviews driving records to determine employment suitability. Selected applicants will be required to submit to pre-employment drug and alcohol screening. Employment is contingent upon drug and alcohol test results.