Senior Director, HRIS

IGT , where innovation meets entertainment on a global scale! From the casino floor to your mobile screen, we deliver thrilling, responsible, and unforgettable gaming experiences —powered by world‑class content , strong technical and commercial capabilities and nurtured by a culture of collaboration, accountability, and ownership. Whether it’s spinning reels, placing bets, or enabling secure payments, we turn innovation into impact through disciplined execution and long‑term value creation. With a team of over 6,000 employees across 30+ countries and products delivered in more than 100 jurisdictions worldwide , we operate at scale while staying closely connected to costumers we serve. If you’re ready to bring your talent to a team shaping the future of entertainment, your next big move starts here - . Overview IGT is seeking a Senior Director, HRIS to lead the delivery, optimization, governance, and support of global HR technology solutions across the People & Culture (P&C) organization. This role is responsible for leading the HRIS function, driving continuous improvement of HR systems, supporting post‑merger technology integration activities, and delivering scalable solutions that enable an efficient and data‑driven P&C organization. The Senior Director, HRIS partners closely with P&C, Information Technology (IT), Payroll, Benefits, Finance, and business leaders to execute the HR technology roadmap and support key business initiatives. Serving as a critical liaison between HR and IT, this role ensures HR technology solutions align with business requirements, enterprise standards, security requirements, data governance practices, and operational objectives. The ideal candidate combines strong HR technology leadership with deep functional knowledge of SAP SuccessFactors configuration, module capabilities, reporting tools, and integrations. While not expected to perform system configuration directly, this leader must possess sufficient technical expertise to evaluate solution options, guide the HRIS team, and partner effectively with IT to deliver scalable, secure, and sustainable HR technology solutions. The successful candidate will be able to challenge vendor recommendations, assess technical trade‑offs, and ensure best‑practice solutions are implemented across the HR technology landscape. Responsibilities HRIS Leadership & Governance Lead the global HRIS function, including system administration, support, enhancements, governance, and continuous improvement. Partner with People Operations and Information Technology to execute the HR technology roadmap and support business transformation initiatives. Establish and maintain governance standards for HR systems, including configuration, workflows, integrations, security, and data management. Manage the prioritization and delivery of HR technology enhancements and projects aligned with business priorities. Support post‑merger HR systems integration and harmonization efforts. Build and manage relationships with HR technology vendors, implementation partners, and service providers. SuccessFactors Leadership & Optimization Serve as the functional subject matter expert for SAP SuccessFactors, including module capabilities, configuration options, reporting tools, and best practices. Provide guidance on solution design, configuration approaches, and system enhancements across SuccessFactors modules. Drive continuous optimization of HR technology solutions through process improvement, workflow automation, and self‑service capabilities. Partner closely with IT to ensure system integrations, enhancements, and architecture decisions are scalable, secure, and sustainable. Evaluate and challenge vendor and consultant recommendations to ensure alignment with business needs and best practices. Data Quality, Governance & Audit Readiness Establish and maintain standards, controls, and governance processes to ensure HR data quality, consistency, and integrity across HR systems. Ensure enterprise‑wide compliance, audit readiness, security controls, and adherence to data governance standards. Partner with IT to oversee role‑based security, data access controls, and employee data management practices, ensuring compliance with company policies, regulatory requirements, and security standards. Develop and monitor data quality metrics and remediation processes to proactively identify and resolve issues. Partner with IT, Payroll, and reporting teams to support reliable data structures and system integrity. Support internal and external audits related to HR systems, controls, and employee data. Program & Project Delivery Lead HRIS projects, upgrades, releases, implementations, and system enhancements. Establish strong project management, testing, release management, and change control practices. Manage project risks, dependencies, and stakeholder communications to ensure successful delivery and adoption. Drive operational excellence through continuous improvement and effective governance practices. People Leadership Lead and develop a global HRIS organization, including managers, analysts, project resources, and external partners. Build team capability in HR technology, systems governance, and operational excellence. Foster a culture of accountability, collaboration, customer service, and continuous improvement. Coach and develop team members to support organizational growth and succession planning. Qualifications Bachelor's degree in Human Resources, Information Systems, Business Administration, Computer Science, or a related field; Master's degree preferred. 10+ years of progressive experience leading HRIS, HR technology, or enterprise HR systems functions in global organizations. Deep expertise in SAP SuccessFactors, including Employee Central and multiple additional modules, with strong knowledge of configuration, security, reporting, integrations, and system architecture. Experience leading HR technology implementations, upgrades, optimization efforts, and transformation initiatives. Strong understanding of HR data governance, security controls, compliance requirements, and audit readiness. Demonstrated success partnering with Information Technology teams to deliver scalable and secure HR technology solutions. Experience leading and developing HRIS teams, managing vendors, and driving cross‑functional initiatives. Strong communication, stakeholder management, and problem‑solving skills with the ability to balance strategic priorities and operational execution. Key Competencies: HR Technology & SuccessFactors Expertise Enterprise HR technology leadership SAP SuccessFactors solution architecture and module expertise SuccessFactors configuration and design knowledge HR technology product knowledge and solution evaluation HR systems integration and ecosystem management SuccessFactors reporting and data management Leadership & Collaboration Team leadership and capability development Cross‑functional partnership and collaboration HR and Information Technology partnership leadership Stakeholder management and influence Vendor and implementation partner management Operational Excellence Process optimization and digital enablement HR data governance, quality, and audit readiness Security, controls, and compliance management Project and program management Change management and adoption leadership Operational excellence and delivery focus

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IGT is committed to sustaining a workforce that reflects the diversity of the global customers and communities we serve and to fostering an inclusive environment where all employees feel valued, respected, and engaged. IGT is an equal opportunity employer and provides equal employment opportunities without regard to race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age, disability, veteran status, genetic information, or any other characteristic protected by applicable law. We thank all applicants for their for applying; however, only those selected to interview will be contacted. At IGT, we consider a wide range of factors in determining compensation, including skills, experience, education, and geographic location. These factors may result in variation in starting pay. The estimated starting compensation range for this role is $213,700 – $256,200 USD, based on a good‑faith assessment at the time of posting. Actual compensation may vary. IGT complies with all applicable pay transparency and compensation laws and collective bargaining agreements, where applicable. Base pay is one component of IGT’s total rewards program. Depending on the role, employees may be eligible for bonus or commission opportunities. IGT also offers a comprehensive benefits package, which may include a 401(k) savings plan with company contributions, medical, dental, and vision insurance, life and disability coverage, paid time off, tuition reimbursement, and other wellness programs, subject to eligibility requirements. IGT is the global leader in gaming. For more information, please visit #J-18808-Ljbffr IGT