Director, HRIS

Role Overview The Director of HRIS is responsible for leading the governance and optimization of the organization’s Human Resources Information Systems, with a primary focus on Workday. This role serves as the bridge between HR, Finance, and Technology, ensuring HR systems effectively support workforce operations, reporting, compliance, and strategic decision‑making. The Director will lead a team responsible for system configuration, integrations, data governance, and reporting, while driving continuous improvement of HR technology capabilities. This position plays a critical role in enabling scalable people processes and ensuring Workday is fully leveraged as a strategic platform for workforce management and analytics. Key Responsibilities HR Systems Strategy & Leadership Define and execute the HRIS strategy aligned with business and HR priorities. Ensure optimal system design, governance, and scalability of Workday HCM. Lead HR technology roadmap planning, including enhancements, integrations, and upgrades. Partner with HR, Finance, Payroll, and IT leaders to ensure systems support organizational goals and operational efficiency. Workday Ownership & Optimization Oversee the configuration and ongoing optimization of Workday modules, including Core HCM, Compensation, Talent, Recruiting, and Learning. Ensure Workday functionality supports evolving HR processes such as job architecture, workforce planning, and compensation cycles. Manage Workday releases, testing cycles, and system updates. Identify opportunities to improve system automation and reduce manual HR processes. Data Governance & Reporting Establish and enforce HR data governance standards to ensure data accuracy, integrity, and compliance. Oversee the development of dashboards and workforce analytics using Workday reporting tools. Partner with HR, Tech, and Finance to enable data‑driven decision‑making through reliable reporting and analytics. Ensure regulatory and audit requirements are met through proper system controls and documentation. Integrations & Vendor Management Manage integrations between Workday and other enterprise systems such as payroll providers, benefits platforms, and other systems. Maintain and troubleshoot system integrations. Oversee relationships with Workday consultants and HR technology vendors. Process Improvement & Automation Identify opportunities to streamline HR processes through technology and automation. Lead initiatives to improve the employee and manager user experience within Workday. Reduce reliance on manual workflows and offline processes. Team Leadership Lead and develop a team of HRIS analysts and specialists. Establish strong project management discipline for system enhancements and implementations. Provide guidance on Workday best practices and HR technology governance. Qualifications Bachelor’s degree in Human Resources, Information Systems, Business Administration, or related field. 12+ years of experience in HRIS, HR technology, or HR operations. 8+ years of hands‑on Workday experience, including system configuration and optimization. Experience managing HRIS teams and cross‑functional technology initiatives. Strong knowledge of HR processes including recruiting, compensation, performance management, and workforce planning. Experience managing HR data governance and reporting. Preferred Qualifications Workday certification(s) or extensive functional configuration experience. Experience supporting large or complex organizations. Experience managing HR technology transformations or Workday implementations. Familiarity with Workday integrations and reporting tools such as Prism Analytics. Key Competencies Strategic systems thinking Strong stakeholder management Data governance and analytics expertise HR process design and optimization Project and change management Team leadership and development Location This role is hybrid, based out of the Los Angeles office. Compensation The annual base salary for this position is in the range of $195,000 – $215,000 in Los Angeles, CA. This position is also eligible for benefits and a discretionary bonus. Ultimately, the salary may vary based upon, but not limited to, relevant experience, time in the role, business sector, and geographic location, among other criteria. Please talk with a CAA Recruiter to learn more. Equal Employment Opportunity Statement Creative Artists Agency, LLC (the “Company”) is committed to a policy of Equal Employment Opportunity and will not discriminate on the basis of race (inclusive of traits historically associated with race, including hair texture and protective hairstyles), color, religion, creed, gender or sex (including pregnancy, childbirth, breastfeeding or related medical conditions), national origin, ancestry, age, physical disability, mental disability, medical condition, genetic information, family and medical care leave status, military or veteran status, marital status, family status, sexual orientation, gender identity, gender expression, political affiliation, an employee’s or their dependent’s reproductive health decision making (e.g., the decision to use or access a particular drug, device or medical service), or any other characteristic protected by applicable law. The absence of a permanent address is not a bar to employment. The Company does not discriminate against individuals based on housing status, including the absence of a fixed address. The Company also complies with the Americans with Disabilities Act and applicable state and local laws with regard to providing reasonable accommodation for qualified individuals with disabilities. CAA does not accept unsolicited resumes from third‑party recruiters unless they were contractually engaged by CAA to provide candidates for a specified opening. Any such employment agency, person or entity that submits an unsolicited resume does so with the acknowledgement and agreement that CAA will have the right to hire that applicant at its discretion without any fee owed to the submitting employment agency, person or entity. #J-18808-Ljbffr Creative Artists Agency