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60 Ablelight Director Data Management Jobs Hiring Near You

AbleLight

Director of Total Rewards

Brookfield, WI · On-site

$117.10K - $160.20K/yr

... meet AbleLight's needs. Facilitates, tracks and projects manage across functional work teams to ... Leverages data driven insights in decisions making and leverages systems. As a member of HRLT team ...

Ablelight

Director of Total Rewards

Saint Peters, MO · On-site

$119.50K - $163.50K/yr

... meet AbleLight's needs. Facilitates, tracks and projects manage across functional work teams to ... Leverages data driven insights in decisions making and leverages systems. As a member of HRLT team ...

ablelight

Director of Total Rewards

Saint Peters, MO

$119.50K - $163.50K/yr

... meet AbleLight's needs. Facilitates, tracks and projects manage across functional work teams to ... Leverages data driven insights in decisions making and leverages systems. As a member of HRLT team ...

ablelight

Director of Total Rewards

Brookfield, WI

$118.30K - $161.90K/yr

... meet AbleLight's needs. Facilitates, tracks and projects manage across functional work teams to ... Leverages data driven insights in decisions making and leverages systems. As a member of HRLT team ...

AbleLight

Director of Total Rewards

Littleton, CO · On-site

$125.20K - $171.30K/yr

... meet AbleLight's needs. Facilitates, tracks and projects manage across functional work teams to ... Leverages data driven insights in decisions making and leverages systems. As a member of HRLT team ...

ablelight

Director of Total Rewards

Littleton, CO

$125.20K - $171.30K/yr

... meet AbleLight's needs. Facilitates, tracks and projects manage across functional work teams to ... Leverages data driven insights in decisions making and leverages systems. As a member of HRLT team ...

ablelight

Director of Total Rewards

Littleton, CO

$125.20K - $171.30K/yr

... meet AbleLight's needs. Facilitates, tracks and projects manage across functional work teams to ... Leverages data driven insights in decisions making and leverages systems. As a member of HRLT team ...

ablelight

Director of Total Rewards

Saint Peters, MO

$119.50K - $163.50K/yr

... meet AbleLight's needs. Facilitates, tracks and projects manage across functional work teams to ... Leverages data driven insights in decisions making and leverages systems. As a member of HRLT team ...

ablelight

Director of Total Rewards

Brookfield, WI

$118.30K - $161.90K/yr

... meet AbleLight's needs. Facilitates, tracks and projects manage across functional work teams to ... Leverages data driven insights in decisions making and leverages systems. As a member of HRLT team ...

Ablelight

Director of Total Rewards

Brookfield, WI · On-site

$118.30K - $161.90K/yr

... meet AbleLight's needs. Facilitates, tracks and projects manage across functional work teams to ... Leverages data driven insights in decisions making and leverages systems. As a member of HRLT team ...

Ablelight

Clinical Supervisor BCBA- IDD Services

Kent, WA · On-site

$83.50K - $102.20K/yr

... in AbleLight's Good Documentation Policy and/or as requested by Director of Behavioral Services ... Training and Development 30% • Teaches management staff and DSPs on the proper implementation of ...

Ablelight

Community Life Coach

Colorado Springs, CO · On-site

$19.50 - $23/hr

Under the supervision of the Manager, The Community Life Coach is responsible for helping people ... Supports AbleLight's Mission, vision and Core Values while empowering each person to direct his or ...

ablelight

Community Life Coach

Colorado Springs, CO

$19.50 - $23/hr

Under the supervision of the Manager, The Community Life Coach is responsible for helping people ... Supports AbleLight's Mission, vision and Core Values while empowering each person to direct his or ...

Ablelight

Community Life Coach

Colorado Springs, CO · On-site

$19.50 - $23/hr

Under the supervision of the Manager, the Community Life Coach is responsible for helping people ... Supports AbleLight's Mission, vision and Core Values while empowering each person to direct his or ...

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AbleLight Jobs Information

What are the key skills and qualifications needed to thrive as a Director of Data Management, and why are they important?

To thrive as a Director of Data Management, you need extensive experience in data governance, database architecture, and analytics, usually backed by a relevant degree and progressive leadership roles. Familiarity with enterprise data management tools (such as Informatica or Collibra), advanced SQL, and data privacy regulations is crucial, and certifications like CDMP can be advantageous. Strong leadership, strategic thinking, and effective communication enable you to guide teams and align data initiatives with business objectives. These competencies ensure data integrity, compliance, and the delivery of valuable insights that drive organizational success.

What are some common challenges faced by a Director of Data Management when implementing data governance frameworks?

A Director of Data Management often encounters challenges such as securing buy-in from stakeholders across various departments, integrating disparate data sources, and ensuring consistent data quality and compliance with regulatory requirements. Balancing the need for robust security with accessibility for business users can also be complex. Addressing these challenges requires strong communication skills, a clear data strategy, and effective collaboration with IT, legal, and business teams.

What is a Director of Data Management?

A Director of Data Management is a senior leader responsible for overseeing an organization's data strategy, governance, and operations. They ensure that data is collected, stored, and used efficiently and securely to support business objectives. This role often involves managing a team, setting data policies, ensuring compliance with regulations, and working with other departments to leverage data for decision-making and innovation.

What is the difference between Director Data Management vs Data Analyst?

AspectDirector Data ManagementData Analyst
Required CredentialsBachelor's or Master's in Data Science, IT, or related field; often with leadership experienceBachelor's in Statistics, Data Science, or related field; often entry to mid-level experience
Work EnvironmentStrategic leadership, overseeing data teams, managing data governanceData collection, analysis, reporting, supporting decision-making
Employer & Industry UsageUsed in large corporations, tech, finance, healthcareCommon across industries for data-driven roles

The main difference is that a Director Data Management focuses on strategic oversight, data governance, and leading data teams, while a Data Analyst primarily handles data analysis, reporting, and supporting business decisions. The Director role involves higher-level management and planning, whereas Data Analysts execute specific data tasks.

Does AbleLight pay people when they’re sick?

No. Most people don’t get paid when they’re sick.
73% of people say they wouldn’t get paid if they were sick but scheduled to work.
Based on data from 15 people who took the Breakroom Quiz between January 2025 and February 2026.

Do workers at AbleLight worry about hours?

Some people worry about getting enough hours.
42% of people report they worry about getting enough hours.
Based on data from 12 people who took the Breakroom Quiz between January 2025 and January 2026.

Do AbleLight workers get to choose the shifts they work?

Most people get to choose which shifts they work.
83% report that they have enough control over which shifts they work.
Based on data from 12 people who took the Breakroom Quiz between January 2025 and January 2026.

How easy is it to get time off at AbleLight?

Some people find it hard to get time off.
43% of people report it’s hard to get time off.
Based on data from 14 people who took the Breakroom Quiz between February 2025 and February 2026.

Do AbleLight managers change schedules at the last minute?

Most managers don’t change people’s schedules at the last minute.
83% of people say their manager doesn’t change their shift schedule at the last minute.
Based on data from 12 people who took the Breakroom Quiz between January 2025 and January 2026.

Do workers at AbleLight do extra work that they don't get paid for?

Rarely. Most people don’t do unpaid extra work.
75% of people report that they don’t do extra unpaid work.
Based on data from 12 people who took the Breakroom Quiz between January 2025 and January 2026.

How easy is it to take sick days at AbleLight?

Most people find it easy to take sick days.
81% of people report that it’s easy to take time off if they are sick.
Based on data from 16 people who took the Breakroom Quiz between January 2025 and February 2026.

Do people at AbleLight feel treated with respect by their managers?

Most people feel treated with respect by their managers.
81% of people say they’re treated with respect by their managers.
Based on data from 16 people who took the Breakroom Quiz between January 2025 and February 2026.

Is it stressful to work at AbleLight?

Most people feel stressed out here.
69% of people say they often feel stressed out at work.
Based on data from 16 people who took the Breakroom Quiz between January 2025 and February 2026.

Do people at AbleLight enjoy their jobs?

Most people enjoy their job.
87% of people report they enjoy their job.
Based on data from 15 people who took the Breakroom Quiz between January 2025 and February 2026.

Do people at AbleLight recommend working with their team?

Only some people recommend working with their team.
50% of people report that they wouldn’t recommend working with their immediate team to a friend.
Based on data from 16 people who took the Breakroom Quiz between January 2025 and February 2026.

Do people get enough training when they start at AbleLight?

Most people got enough training when they started.
81% of people report they got enough training when they started working here.
Based on data from 16 people who took the Breakroom Quiz between January 2025 and February 2026.

Do people get support to advance at AbleLight?

Only some people are given support to advance their career here.
In the last year, 63% of people report not being given support to advance their career here.
Based on data from 16 people who took the Breakroom Quiz between January 2025 and February 2026.

Do people think AbleLight’s headquarters understands what’s happening where they work?

Most people think headquarters doesn’t understand what’s happening where they work.
88% of people think that this employer’s headquarters or owners don’t have a good understanding of what’s really happening where they work.
Based on data from 16 people who took the Breakroom Quiz between January 2025 and February 2026.

Do workers feel well informed about how AbleLight is doing?

Most people don’t feel well informed about how the company is doing.
75% of people feel that they aren’t kept well informed about how the company is doing as a whole.
Based on data from 16 people who took the Breakroom Quiz between January 2025 and February 2026.
What other companies are hiring for Director Data Management jobs?
What are the most popular jobs at Ablelight?
What are the most popular categories at Ablelight?
Infographic showing various Director Data Management job openings at Ablelight in the United States as of May 2026, with employment types broken down into 1% As Needed, 89% Full Time, and 10% Part Time. Highlights an 100% Physical job distribution.
Director of Total Rewards

Director of Total Rewards

AbleLight

Brookfield, WI • On-site

$117.10K - $160.20K/yr

Full-time

Medical, Dental, Vision, Retirement

This job post has expired today. Applications are no longer accepted.

AbleLight rating

5.6

Company rating: 5.6 out of 10

Based on 16 frontline employees who took The Breakroom Quiz

Job description

Job Summary:
The director is responsible for designing, leading, and optimizing a comprehensive total rewards strategy that attracts, retains, and engages team members across AbleLight. You ensure compensation, benefits, wellness programs, workers compensation, and leave of absences programs are competitive to market, fiscally responsible, compliant, and aligned to our Mission, Vision, and Values. This role partners closely with BOD, CEO, and CHRO for executive compensation, the senior leadership team, human resource colleagues, finance team members, M&A leaders, and operational partners.
Essential Job Duties:
Operational Excellence
Works in partnership with the HR Leadership Team and Executive Leadership Team to ensure the total rewards strategy is holistic and integrates all AbleLight offerings and aligns with organizational mission, strategic priorities, and budget realities. Partners with finance to ensure budgeting, forecasting, and cost modeling occur. Ensures all compliance standards are met and takes the leadership role with outside partners to meet AbleLight's needs. Facilitates, tracks and projects manage across functional work teams to document key processes, ensure simple yet value added systems that provide great team member experience, and track the impact of process improvement efforts over time. Takes initiative-taking approach that continuous improvement with the goal of increasing the quality, efficiency, and efficacy of our services and programs for our team members. Leverages data driven insights in decisions making and leverages systems.
As a member of HRLT team, it provides insights to CHRO on strategy and is responsible for strategy execution. Ensures key HR process and projects run on time, on budget and on target for AbleLight and are aligned to our perspective and strategic priorities.
Process and programs of accountability include workers compensation, LOA's, benefits, compensation, and health and wellness.
Mergers and Acquisitions
  • Plays an important role during mergers and acquisitions from Due Diligence through full integration.
  • Expertise analysis, risks, and implications of harmonization of total rewards.
  • Ability to design integration paths that preserve critical talent which achieving costs and cultural synergies with a unified rewards framework post close.
Compensation Management
  • Lead job evaluation, salary structure design, and market benchmarking for corporate and leadership positions.
  • Oversee annual compensation cycles, including annual increases, salary adjustments, and promotional reviews that align with our organizational philosophy.
  • Conducts pay equity analyses and recommend corrective actions.
  • Provide guidance to leaders on compensation decisions according to defined practices.
  • Lead incentive plan design and management process with BOD and ELT.
Benefits Administration
  • Recommends, designs, and manages competitive, cost-effective benefits programs (health, dental, vision, retirement, wellness, leave programs, etc.) with AbleLight Benefits Committee.
  • Lead annual benefits renewal in partnership with outside consultants and cross functional team to ensure high-quality and fiscally responsible offerings.
  • Oversees leaves and workers compensation programs.
  • Oversee benefits compliance, including ACA, ERISA, FMLA, COBRA, and other regulatory requirements.
  • Evaluate and implement wellness initiatives that support employee well-being and organizational culture.
  • Recommend new programs or enhancements that support employee engagement and retention.
HR Systems & Data Analytics
  • Oversee HRIS functionality related to compensation and benefits and ensures processes are simple, value added and leverage full functionality.
  • Use data to inform decision-making, including cost modeling, forecasting, and reporting.
  • Ensure accuracy of employee data and support audits as needed.
Compliance & Governance
  • Maintain compliance with federal, state, and local regulations related to compensation, benefits, leaves and workers compensation.
  • Develop and maintain policies, procedures, and documentation for total rewards programs.
  • Partner with Finance and Legal teams on audits, reporting, and risk mitigation.
Talent, Leadership & Results
Align the passion and talents of others and create an environment where individuals and teams can thrive. Focus areas include:
  • Empower leaders, teams, and promote collaboration with operational and functional leaders.
  • HR Goal Planning process and monthly status updates
  • Attract and hire leaders welcoming, onboarding, and mentoring new leaders on the team.
  • Develop your team by coaching in the moment, identifying training and development needs and programs as part of Quarterly Connections.
  • Facilitation of regular meetings and assuring required training are completed and documented for the support of People We Serve (PWS) and quality, compliance expectations.
  • Show recognition and appreciation.
  • Remove barriers, achieving results, and high levels of employee engagement.
  • Actively supports quality through preparation and participation in state licensing survey as required and specifically in walk-though, exit meetings, and responses required.
Knowledge, Skill, and Abilities for Success in the Role:
  • Works exceptionally in cross functional teams, comfort level with data collection and analysis, continuous improvement mindset, systems thinking approach, HRIS/PM systems expertise.
  • Ability to collaboratively build HR foundational systems and processes that scale successfully and provide excellent, simple, value-added user experience.
  • Ability to be successful in multi-site, multi-site organizations with distributed systems.
  • Skilled working urgently in an environment that moves at high pace and iterates according to business needs while remaining calm and objective to find solutions for our team members.
  • Expertise in all Total Reward Programs.
Our Values - The "Way" We Work:
  • Mission First-We are called to support others to flourish and that deserves our full energy, commitment, and focus.
  • One AbleLight-We are ONE TEAM working together to advance quality. We value collaboration, accountability, transparency, and courage.
  • Christian Love-We are guided by our Christian Faith because all people have infinite value. We welcome and love every person, we act with empathy, grace, dignity, and patience.
Minimum Job Qualifications:
  • 8 + years of progressive HR leadership experience and prior operational expertise
  • Experience in benefits, compensation, process improvement experience, leveraging technology, M&A, and leading external partners are required. Experience in IDD or health care field preferred but not required.
  • Experience of collaborating effectively with various stakeholders across an organization including executives and Boards.
  • Experience designing and implementing systems and processes that scare, are simple, and add value.
  • High integrity, discretion, and confidentiality are core.
  • Education: Bachelor's degree in human resources, business administration, finance, or related field.
  • Req. Certs: CCP, CBP, SHRM-SCP, or SPHR preferred.
  • Travel/Flexibility: Based upon organizational needs

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