Director, HRIS

COMPANY OVERVIEW

Moss is a national privately held construction firm providing innovative solutions resulting in award-winning projects. With regional offices across the United States, Moss focuses on construction management, solar EPC, and design-build. The company’s diverse portfolio encompasses a wide range of sectors, including luxury high-rise residential, landmark mixed-use developments, hospitality, K-12 and higher education, justice, solar energy and battery storage, and sports. Moss is ranked by Engineering News-Record as the nation’s top solar contractor and one of the top 50 general contractors. Moss prides itself on a strong entrepreneurial culture that honors safety, quality, client engagement, and employee development. Its employees consistently rank Moss as one of the best places to work.

POSITION SCOPE AND ORGANIZATIONAL IMPACT

Moss’ Director, HRIS, is a key human resource position that is instrumental in reshaping our human resources landscape by overseeing both process enhancements and technological optimizations. As a vital member of the HR Leadership team, this position reports directly to the Chief Human Resources Officer with a matrix reporting relationship to the Chief Information Officer. The Director, HRIS will provide overall responsibility and accountability in managing our Workday Platform including new configurations, existing maintenance and integrations, system management and administration, and vendor management. This position will ensure that our all our Human Capital Management (HCM) solutions are effective and scalable to support our business growth, aligned with organizational goals and culture of innovation and continuous improvement. This is an in-office position at our Fort Lauderdale office. Relocation assistance is available.

ESSENTIAL JOB DUTIES AND RESPONSIBILITIES

HR Systems Leadership:

• Develop and implement a strategic HCM systems roadmap in collaboration with HR Leadership and key stakeholders to facilitate transformation aligned with organizational growth

• Lead a phased approach to address HR’s key data governance needs with practical people, process, and technology solutions and establish an HR data governance framework that supports a proactive and strategic approach to data governance in the long term

Cross-Functional Collaboration:

• Collaborate with key stakeholders including Payroll, Human Resources, Finance/Accounting, IT and other cross-functional teams to understand, plan, and manage HRIS projects/initiatives

• Partner with subject matter experts to assess requirements, provide recommendations, and design solutions that prioritize user ease of adoption

• Coordinate with financial controllers, project managers, and payroll administrators to ensure accurate job costing via Workday and multiple 3rd party systems

• Serve as a trusted internal consultant who can provide guidance, anticipate challenges and find innovative solutions

System Testing and Enhancement:

• Oversee system testing and enhancements, including process upgrades, system patches, and releases, ensuring alignment with business objectives

• Conduct regression testing and implement improvements to optimize overall system performance

• Monitor and report on the performance of new technologies and processes, adjusting strategies as needed to meet business goals

• Stay abreast of the latest trends and best practices in HR technology, analytics and process management

HRIS Project Management

• Oversee the successful delivery of a portfolio of HRIS implementation, management and optimization projects with internal stakeholders, including the Information Technology (IT) department

• Provide leadership, direction, and mentoring to HRIS project management team members

User Training and Reporting:

• In partnership with Talent Development, provide training to internal team members, end-users, and peers on new processes and system functionality

• Develop effective communication strategies and oversee change management efforts for changes and benefits and collaborate on creating reports and user-friendly dashboards

HR Process Enhancement and User Experience:

• Conduct user experience sessions with stakeholders to improve overall employee experience of HR processes

• Identify opportunities for enhancement and collect feedback to drive continuous improvement

Compliance and Vendor Management:

• Support audits, certifications, and compliance requirements, ensuring alignment with HR systems

• Represent Human Resources and company best interests as a primary vendor manager for