Overview

At SCA Health, we believe health care is about people – the patients we serve, the physicians we support and the teammates who push us forward. Behind every successful facility, procedure or innovation is a team of 15,000+ professionals working together, learning from each other and living out the mission, vision and values that define our organization.

As part of Optum, SCA Health is redefining specialty care by developing more accessible, patient-centered practice solutions for a network of more than 370 ambulatory surgical centers, over 400 specialty physician practice clinics and numerous labs and surgical hospitals. Our work spans a broad spectrum of services, all designed to support physicians, health systems and employers in delivering efficient, value-based care to patients without compromising quality or autonomy.

What sets SCA Health apart isn’t just what we do, it’s how we do it. Each decision we make is rooted in seven core values:

Clinical quality
Integrity
Service excellence
Teamwork
Accountability
Continuous improvement
Inclusion

Our values aren’t empty words – they inform our attitudes, actions and culture. At SCA Health, your work directly impacts patients, physicians and communities. Here, you’ll find opportunities to build your career alongside a team that values your expertise, invests in your success, and shares a common mission to care for patients, serve physicians and improve health care in America.

At SCA Health, we offer a comprehensive benefits package to support your health, well-being, and financial future. Our offerings include medical, dental, and vision coverage, 401k plan with company match, paid time off, life and disability insurance, and more. Please visit, https://careers.sca.health/why-sca, to learn more about our benefits.

Your ideas should inspire change. If you join our team, they will.

Responsibilities

The Senior Director of HRIS provides enterprise functional leadership for the HRIS organization and is accountable for performance, results, and service outcomes through multiple layers of managers, senior professional staff, vendor partners, and cross-functional delivery teams. This role owns the strategy, operating model, governance, roadmap, and execution discipline for a major HR functional area that supports multiple HR disciplines, business stakeholder groups, and markets/sites. The Senior Director translates business and HR strategy into scalable technology priorities, stabilizes and optimizes the current HR technology ecosystem, strengthens data integrity and controls, and builds the capabilities required to support future transformation and platform modernization. This leader directs others to resolve highly complex, cross-functional business problems; aligns HR, IT, People Analytics, HR Operations, HRBPs, COEs, Finance, Operations, and vendor partners around shared priorities; and drives programs that improve platform reliability, reduce manual work, strengthen decision-making, and improve teammate and leader experience across the organization.

Responsibilities:

Core Responsibilities

Provide leadership, direction, and accountability for the HRIS function through multiple layers of managers, senior professional staff, offshore resources, and vendor partners, ensuring clear ownership, disciplined execution, measurable outcomes, and mature service delivery across HR platforms and business functions.
Develop, translate, and execute the HR Technology strategy and multi-year roadmap across HR functional areas, aligning stabilization, AI enablement, platform optimization, operating model maturity, governance, data integrity, continuous improvement, and future transformation readiness with business priorities.
Play a critical role in HR Transformation by leading HR through technology-enabled optimization and its AI journey, developing an HR AI strategy, prioritized roadmap, and governance aligned with enterprise standards to identify, evaluate, and safely deploy high-value use cases and solutions across the organization in partnership with HR leaders, IT, Legal, Compliance, and Information Security.
Direct leaders and cross-functional partners to resolve highly complex or unusual business problems that affect multiple HR functions, platforms, stakeholder groups, markets/sites, and operational disciplines.
Drive programs that impact broad internal customer and teammate experiences by improving system reliability, configuration discipline, testing, release management, integration controls, documentation, service performance, and overall platform effectiveness.
Establish functional governance, intake, prioritization, decision rights, KPIs, dashboards, portfolio routines, and operating cadences that provide visibility into demand, backlog health, cycle time, SLA performance, release readiness, resource capacity, risks, and business outcomes.
Own vendor strategy, performance management, delivery accountability, contract standards, renewals, negotiations, SOWs, augmented staffing, and financial stewardship for HR Technology partnerships.
Ensure HR technology requirements, configuration, integrations, access, reporting, testing, deployment, controls, audit readiness, security, data governance, and stabilization activities are sustainable across mergers, acquisitions, compliance needs, and enterprise change.

HR Technology Stabilization, Transformation & Capability Building
Lead the assessment and redesign of the HRIS organization, including structure, roles, processes, decision rights, leadership layers, partner interfaces, and service expectations, to build a scalable operating model across HRIS, IT, People Analytics, and vendor partners.
Translate the future-state vision into short-, medium-, and long-term execution plans with defined objectives, milestones, owners, dependencies, capacity needs, risks, and measurable business outcomes.
Build a product-oriented, service-minded HRIS function with clear platform ownership, managed backlogs, release practices, quality standards, support models, and accountability for business and operational results.
Direct the development and maturity of core HRIS capabilities, including product ownership, configuration, integrations, QA, data governance, vendor management, production support, portfolio management, and stakeholder engagement.
Strengthen offshore and partner delivery models by defining scope, service levels, handoffs, escalation paths, quality controls, documentation standards, and performance expectations for L2/L3 support, QA, reporting, and execution work.
Partner as the senior HRIS leader with IT to strengthen architecture, environments, integration patterns, security, controls, release governance, and support models across the existing HR platform ecosystem.
Co-lead practical HR data governance with People Analytics by clarifying data definitions, source systems, ownership, lineage, access controls, reporting standards, stewardship routines, and decision-making forums.
Ensure HRIS solutions enable reliable executive dashboards, self-service analytics, operational reporting, and future predictive insights by improving upstream data quality, integration design, process consistency, and governance discipline.

Technology Optimizations & Re-Design
Create and govern digital transformation readiness plans across multiple markets/sites, including process standardization, data cleanup, integration dependencies, access and security models, documentation, change management, and business engagement ahead of formal implementation activity.
Provide senior leadership oversight for integrations across iCIMS, ServiceNow HR Service Delivery, UKG Workforce Management, UKG Payroll/CoreHR, and related platforms, reducing risk, improving data flow, and increasing visibility into issues and dependencies.
Identify and sponsor HR platform enhancements that reduce manual work, improve accuracy, strengthen controls, increase scalability, and improve teammate, leader, and HR stakeholder experiences.
Translate the HR AI roadmap into governed pilots and scalable solutions by partnering with HR process owners and enterprise stakeholder to prioritize use cases based on business value, feasibility, and risk; establish appropriate data protection, human oversight, testing, and approval checkpoints with enterprise partners; and measure adoption, outcomes, and ongoing performance before expanding deployment.
Represent HR Technology in senior cross-functional optimization efforts across HR, IT, Finance, Operations, vendors, and business stakeholders, ensuring HR strategy, dependencies, risks, decisions, funding needs, and change impacts are clearly understood and addressed.

Intake, Staffing Ratios, & Capacity Management
Establish and govern demand management and prioritization across the HRIS function through clear intake channels, prioritization criteria, product-line backlogs, quarterly planning routines, and transparent decision-making processes.
Define sustainable staffing, capacity, and sourcing models across onshore/offshore resources, build/run work, product ownership, configuration, integrations, QA, reporting, production support, and strategic initiatives.
Implement standard tools, templates, documentation practices, dashboards, operating routines, and delivery metrics that improve consistency, visibility, governance, and performance across HR Technology work.
Ensure the HRIS roadmap is maintained, governed, socialized, and used as a functional planning mechanism to align resources, sequencing, risks, dependencies, and execution across major HR priorities.

Qualifications

Required

12+ years of progressive HR Technology or enterprise systems leadership experience, including accountability for enterprise HR platforms, integrations, data quality, governance, production support, and technology-enabled process improvement.
Demonstrated experience leading managers, senior professional staff, matrixed partners, offshore resources, and vendors through multiple layers of delivery accountability.
Proven ability to develop, translate, and execute functional strategies and operating objectives for a major HR functional area with impact across multiple HR disciplines, stakeholder groups, and markets/sites.
Track record resolving highly complex, cross-functional business problems and driving programs that improve service delivery, platform reliability, data integrity, controls, and teammate or leader experience.
Strong experience partnering with IT, People Analytics, HR Operations, HRBPs, COEs, Finance, Operations, vendors, and business leaders through clear governance, influence, communication, and disciplined follow-through.
Strong understanding of product-oriented HRIS delivery across Oracle HCM, UKG, UKG Workforce Management, iCIMS, ServiceNow HRSD, integrations, reporting, security, and data governance.
Experience with vendor strategy, SOW and contract negotiation, budget stewardship, resource planning, portfolio governance, and executive-level status reporting.

Competencies
Functional strategy leadership with the ability to translate business and HR priorities into an executable HR Technology roadmap, operating model, and measurable outcomes.
Leadership through others, including managers, senior professionals, matrixed partners, vendor resources, and offshore teams.
Enterprise partnership and senior stakeholder influence across HR, IT, analytics, operations, finance, vendors, and business leaders.
Complex problem solving and decision-making across major functions, platforms, delivery teams, and stakeholder groups.
Operational discipline with strong governance, accountability, prioritization, delivery rigor, risk management, and performance measurement.
Technical and data acumen across cloud/SaaS HR platforms, integrations, reporting, data quality, security, controls, and digital transformation readiness.
Change leadership with the ability to move a function from reactive support to proactive, product-oriented service delivery and scalable continuous improvement.

USD $200,000.00/Yr. USD $250,000.00/Yr.

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Senior Director HRIS