Director, Human Resources Technology & Payroll

Job Summary

The Director, Human Resources (HR) Technology and Payroll owns the strategy, architecture, and continuous improvement of Hillman's HR technology ecosystem, with payroll as a core connected system, and serves as HR's lead on AI strategy and adoption. This role ensures the HRIS and related platforms are well-architected, data is trusted, and payroll is fully integrated into that ecosystem. The Director partners closely with HR leadership, Finance and IT to ensure HR Tech, payroll strategy, and AI capabilities operate as a connected, scalable, and well-governed function that supports the company's growth.

Essential Job Functions *

HR Technology Leadership

Own the HRIS and broader HR technology roadmap (currently Dayforce HCM), ensuring systems support current and future business needs.Architect how payroll, benefits, talent, and other HR systems connect and exchange data, ensuring the HRIS functions as the system of record.Lead system implementations, upgrades, integrations, and configuration changes in partnership with IT and external vendors.Establish data governance standards for HR systems, ensuring data integrity, security, and compliance with privacy regulations.Identify opportunities to automate and streamline HR and payroll processes to improve efficiency and the employee experience.Develop and maintain HR reporting, analytics, and dashboards to support workforce planning and executive decision-making.Manage relationships with HR technology and payroll vendors, including contract negotiations, SLAs, and performance reviews.

HR AI Strategy

Serve as HR's lead on AI strategy, defining the roadmap for where and how AI is applied across the HR function.Evaluate, pilot, and scale AI capabilities within HR systems (e.g., AI-driven HRIS modules, payroll anomaly detection, recruiting and talent analytics tools) in partnership with IT and vendors.Establish responsible-use guidelines for AI in HR, including data privacy, bias, and accuracy safeguards in coordination with Legal and Compliance.Build internal capability and change management to help HR and HRBP teams adopt AI tools effectively.Track and report on AI adoption outcomes and ROI to HR leadership and the CPO.Monitor the external AI and HR technology landscape to keep Hillman's roadmap current and competitive.

Payroll Strategy and Oversight

Set payroll strategy and standards, ensuring the function is well-architected, compliant, and integrated with the broader HRIS rather than run as a standalone process.Directly manage the Manager, Payroll, who owns day-to-day payroll execution, processing, and team supervision.Provide oversight, coaching, and performance management for the Manager, Payroll, and build succession depth following recent turnover on the team.Set the framework for payroll compliance (tax, wage and hour, garnishments, multi-state filing), with the Manager, Payroll responsible for operational adherence.Serve as the escalation point for payroll matters with cross-functional, audit, or systems implications; partner with Finance on GL reconciliation and reporting at a strategic level.Drive process standardization and internal controls in partnership with the Manager, Payroll to strengthen accuracy and audit readiness.

Cross-Functional Leadership

Act as a strategic partner to the CPO and HR leadership team on workforce data, AI strategy, systems strategy, and operational excellence.Collaborate with Finance, IT, Legal, and Internal Audit to ensure payroll, HR Tech, and AI practices align with company policy and regulatory requirements.Support M&A integration activities related to payroll systems and HR technology as needed.Provide clear, executive-level communication on HR Tech, AI strategy, and payroll system performance, risks, and improvement initiatives.

• This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. Duties, responsibilities and activities may change or new ones may be assigned at any time with or without notice.

Employees are expected and encouraged to participate in safety and health program activities including immediately reporting hazards, immediately reporting unsafe work practices and incidents to supervisors, wearing required personal protective equipment, and participating in and supporting safety committee activities.

Education & Experience

Bachelor's degree in Human Resources, Business Administration, or a related field.Minimum of 7-10 years of experience in HR, with a focus on process management and improvement.

Competencies - Knowledge, Skills and Abilities

Proven track record in managing complex HR projects and systems implementations.Strong analytical and problem-solving skills, with the ability to interpret data and make informed decisions.Excellent communication and interpersonal skills, with the ability to interact effectively with all levels of the organization.Demonstrated leadership abilities and experience managing teams.In-depth knowledge of HR practices, labor laws, and compliance requirements.Proficiency in HRIS and other HR technologies.Strong project management skills, with experience in leading cross-functional teams.Ability to work in a fast-paced environment and manage multiple priorities simultaneously.