Director, HRIS & Total Rewards

THE ROLE: Director, HRIS & Total Rewards

Britebound is a national non-profit with a mission to support middle and high school learners to explore their interests, experience potential careers, and navigate a path to a meaningful and rewarding future. We fulfill our mission through free digital-first experiences, grantmaking, policy advocacy, research, and impact investing. 

We believe that exploring career possibilities, as early as middle school, and providing access to education-to-career pathways aligned with one’s passions and goals will result in greater confidence and long-term success for all students. 

We are looking for a Director, HRIS and Total Rewards to lead Britebound’s HR technology and total rewards operations. The Director is accountable for a reliable UKG environment, accurate employee data and integrations, effective benefits administration, and sound compensation processes. This is a hands-on leadership role: the Director personally handles complex configurations, data work, and escalations while setting priorities, developing staff, and advising the Vice President People and Culture. The Director also leads the functional assessment of future HRIS options and, if approved, the transition to a new platform.

What You’ll Do:

HR Technology Strategy and Systems Leadership

• Set and deliver the HR technology roadmap in alignment with People and Culture priorities. Establish standards for system governance, data quality, access, change control, documentation, and employee and manager experience.

• Own UKG Pro as Britebound’s current HRIS. Direct configuration, workflows, reporting, integrations, upgrades, and vendor support; personally build and troubleshoot complex configurations and critical transactions. Coordinate changes to Learning, Recruiting, and People Analytics with their functional owners.

• Assess UKG and other HRIS platforms against organizational needs. Lead requirements gathering, vendor evaluations, demonstrations, cost and risk comparisons, and recommendations to People and Culture leadership in partnership with Payroll, Finance, and IT.

• If a replacement is approved, serve as the functional lead for implementation, including process design, data conversion, integration specifications, testing, training, cutover, and stabilization. Protect payroll and benefits continuity during the transition.

• Approve and document system changes within delegated authority, including testing and downstream impact reviews. Oversee role-based access, audit trails, retention practices, and secure handling of employee data in partnership with IT.

Data, Integrations, Analytics, and Controls

• Set ownership, definitions, validation routines, and reconciliation standards for employee, job, pay, and benefits data; investigate material exceptions and correct root causes.

• Own the performance of imports, exports, vendor feeds, and integrations with payroll, benefit carriers, retirement providers, and other approved systems. Personally resolve high-impact file and interface issues while assigning routine monitoring and follow-up.

• Develop trusted workforce reports and dashboards for leaders, including headcount, turnover, compensation, and benefits measures. Validate results, explain limitations, and use trends to recommend process improvements.

• Maintain controls and documentation for recurring cycles, audits, data conversions, and vendor changes; coordinate with Finance and IT on risks and remediation.

Benefits Strategy and Administration

• Lead administration and continuous improvement of health, welfare, retirement, and related programs. Establish service standards and controls for eligibility, enrollment, deductions, carrier reconciliations, and employee inquiries; personally resolve complex cases.

• Direct annual open enrollment and renewal preparation, including vendor and broker coordination, system setup, testing, communications, enrollment review, and payroll validation.

• Analyze utilization, cost, service, and employee experience data; recommend program and vendor changes for leadership consideration, balancing competitiveness, affordability, and administrative feasibility.

• Oversee benefits staff and coordinate leave-related benefits and pay information with designated administrators, Payroll, and providers. Support required notices, filings, audits, and plan documentation with appropriate internal and external specialists.

Compensation and Total Rewards Leadership

• Lead the operational application of Britebound’s compensation philosophy, job-based salary ranges, market pricing, and internal equity reviews. Analyze findings and present recommendations to the Vice President People and Culture; implement approved decisions.

• Direct merit, market adjustment, promotion, and incentive cycles, including eligibility, modeling, approvals, quality control, payroll coordination, and manager guidance. Personally review complex calculations and exceptions.

• Evaluate the effectiveness, cost, and communication of compensation and benefits programs. Prepare clear analysis and options for leadership; final program and policy decisions remain with authorized leaders.

Team Leadership and Enterprise Partnership

• Lead and develop assigned staff, set clear priorities and service measures, review work quality, and plan coverage for critical processes. Maintain a direct workload in technically complex and consequential matters.

• Own the annual HRIS and total rewards operating calendar, vendor relationships, process documentation, and continuous improvement priorities. Present progress, risks, options, and resource needs to People and Culture leadership.

• Partner closely with Payroll, Finance, IT, Talent Acquisition, Learning and Development, and other leaders to align processes and support organizational change.

About You:

• At least 8 years of progressive HRIS or HR technology experience; 10 years preferred, including at least 5 years serving as the primary systems administrator with direct responsibility for configuration, reporting, security, data integrity, integrations, and ongoing system operations.

• At least 5 years of benefits administration experience, including at least 3 years leading the benefits function with accountability for renewals, open enrollment, vendor management, and compliance.

• At least 3 years of direct staff management experience; 5 years preferred, including setting expectations, coaching and developing employees, managing performance, and ensuring the quality and timely completion of work.

• Progressive leadership experience spanning HRIS and total rewards, with accountability for system operations, benefits administration, compensation cycles, vendor relationships, internal controls, and cross-functional projects.

• Deep, hands-on UKG Pro expertise in configuration, reporting, data feeds, and payroll and benefits interfaces, together with practical experience with other enterprise HRIS platforms.

• Experience leading or serving as a substantial functional leader in HRIS evaluation, selection, implementation, migration, or major modernization, including requirements gathering, data conversion, testing, and change management.

• Strong knowledge of benefits administration and compensation practices, including market pricing, salary structures, compensation planning cycles, payroll dependencies, and data protection; demonstrated ability to partner with legal counsel and other specialists on applicable requirements.

• Ability to translate complex system and total rewards issues into clear recommendations for senior leaders, lead cross-functional projects, and coach staff while performing technical work directly.

• Advanced data analysis and spreadsheet skills, sound judgment, discretion, and strong communication and vendor management skills.

Preferred

• Experience directing an HRIS replacement or leading a significant platform implementation across HR, Payroll, Finance, and IT.

• Experience overseeing benefits renewals and compensation analyses in a mission-driven or comparably sized organization.

• Relevant HR, benefits, compensation, project management, or HR technology certification.

Indicators of Success

• Leadership can rely on accurate HR data, clear reporting, controlled system changes, and timely resolution of integration issues.

• Benefits, open enrollment, and compensation cycles run accurately and on schedule, with employees receiving clear support.

• Staff have documented processes, defined priorities, and the coaching and coverage needed to deliver consistent service.

• Britebound has a credible HRIS roadmap and a well-supported decision on whether, when, and how to replace UKG.

Britebound may adjust duties as organizational needs evolve. This description summarizes the role and does not create a contract of employment.

Salary Range: $115,000 – 157,000 

Britebound is committed to fair and transparent pay. In determining compensation, we consider a variety of job-related factors, including prior experience, certifications and licenses, skills and expertise, geographic location, and internal equity.    

We take a total compensation approach, meaning we look beyond salary alone to support, reward, and recognize the whole individual. Depending on role eligibility, your offer may also include a bonus, 403(b) retirement plan participation, generous paid time off, and comprehensive health and life insurance benefits. As a result, final offer amounts may vary from the salary range listed in the job posting. Join our mission-driven organization to enjoy these perks and benefits as well as investment in your growth, contributions, and future. 

Why Britebound? 

Britebound offers a wide range of perks and benefits to Team Members, including comprehensive medical, dental, and vision healthcare plans, a retirement plan (plus match), weekly lunches, commuter benefits, and tuition reimbursement.  

We also heavily prioritize a healthy work/life balance, which is why we offer all full-time Team Members generous PTO options, Summer Fridays (every Friday off between Memorial Day and Labor Day), and a company holiday break between December 25th and January 1st. 

Britebound works in a Hybrid schedule (2) two days a week in our Boston HQ. We prioritize strategic thinkers, collaborators, and work/life pros who are looking to help make a difference in kid's education and career goals.   
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