Senior Executive Director of HR Data & Compensation Systems

Senior Executive Director of HR Data and Compensation Systems serves as a strategic and analytical leader advancing HISD’s transformation into a high-performance, results-driven school district. This role integrates compensation systems, HR information systems, HR data, and analytics into a unified enterprise framework that promotes operational excellence, transparency, and data-informed decision-making at every level of the organization. Reporting directly to the Chief Human Resources Officer (CHRO), the Senior Executive Director of HR Data and Compensation Systems provides executive oversight of HR technology, data infrastructure, and compensation strategy and implementation to ensure that all human capital practices are evidence-based and aligned with the district’s vision of a high-performance culture that prioritizes student outcomes through exceptional talent management.

As a key architect of HISD’s human capital transformation, this leader partners with HR departments, Information Technology, Finance, and Academic divisions to design scalable HR data ecosystems, automate critical workflows, and transform complex analytics into clear, actionable insights that drive districtwide performance and accountability. The ideal candidate brings corporate-level expertise in enterprise data integration at a large scale, advanced analytics, and system transformation, coupled with a deep understanding of compensation strategy and workforce analytics within a performance-driven culture.

1.    Strategic Leadership & Systems Integration
•    Partner with the CHRO to align HR systems, compensation structures, and analytics strategy with district transformation priorities. 
•    Oversee the integration of HR technology platforms (e.g., SAP, SuccessFactors, Power BI, Microsoft) to enhance transparency, accountability, and operational efficiency.
•    Oversee the collection, analysis and reporting of HR data to inform decision-making policy and policy development.
•    Lead large-scale transformation efforts for HR systems and data governance to ensure interoperability and accuracy across platforms.
•    Provide thought leadership on data-driven transformation, leveraging predictive analytics to inform workforce planning and strategic decision-making.
2.    Compensation Strategy & Data Analytics
•    Oversee the design and execution of HISD’s compensation frameworks, leading the district’s transition into the nation’s largest pay-for-performance system to ensure data-driven, transparent, and outcome-aligned pay structures.
•    Build and maintain comprehensive data dashboards that communicate real-time insights to senior leadership and campus administrators.
•    Build and maintain comprehensive data dashboards that communicate real-time insights to senior leadership and external stakeholders.
3.    Data Governance and Insights
•    Establish districtwide standards for HR data quality, integrity, integration, compliance and security.
•    Ensure consistent and accurate HR data flows across all divisions and departments, including the Offices of the Chief of Schools, Academics, and Finance.
•    Create intuitive visual analytics tools that make complex data accessible and actionable to various audiences, including the Superintendent’s Cabinet and Board of Trustees.
•     Lead a culture of data literacy within HR, ensuring leaders are equipped to interpret and act on workforce analytics.
4.    Organizational Leadership and Collaboration
•    Direct and lead a team of senior leaders in Compensation, HR Systems, and Data Analytics.
•    Provide strategic guidance to senior leadership on analytics, trends andprojections to support talent planning
•    Serve as a liaison between HR, IT, Academics, and other departments to align systems development and analytical tools.
•    Represent HR in cabinet-level data discussions and present findings to internal and external stakeholders.
•    Drive a culture of innovation, continuous improvement, and data-informed decision-making across all HR functions.
5.    HR Compliance & Policy Development
•    Lead the development, interpretation, and enforcement of district-wide HR policies to ensure legal compliance and alignment with HISD’s values and priorities.
•    Monitor and respond to changes in federal, state, and local employment law impacting district operations.
6.    Budget & Resource Stewardship
•    Assist in planning and managing departmental budgets, ensuring resources are allocated efficiently and aligned with strategic priorities.
7.    Other Duties as Assigned
•    Perform additional job-related responsibilities as needed to advance HISD’s transformation and HR strategy.

EDUCATION

Bachelor’s degree from an accredited college or university required in the following human resource functions: human resource management, data analytics, information technology, business administration, organizational leadership, or education.; Master’s Degree preferred. *

*Applicants who do not meet these education qualifications may be considered if they have a unique combination of education and work experiences that indicate potential for success in this role.

WORK EXPERIENCE 

Minimum of 10 years of progressive leadership experience in HR systems, data analytics, or compensation strategy, with at least 5 years in a senior executive, corporate environment.

*Applicants who do not meet these work experience qualifications may be considered if they have a unique combination of education and work experiences that indicate potential for success in this role.

TYPE OF SKILL AND/OR REQUIRED LICENSING/CERTIFICATION

Advanced expertise in enterprise data analytics, visualization, and HR information systems— including tools such as Power BI, Tableau, SQL, Microsoft Fabric, SAP, Oracle (preferred), PeopleSoft, and related data management and reporting platforms.

Advanced skills in the use of the Windows environment and applications including Microsoft Word, Excel, PowerPoint, Outlook, and TEAMS.

Demonstrated success managing large teams and high-impact projects in a matrixed organization.

Exceptional communication and presentation skills with the ability to synthesize technical data for executive and non-technical audiences.

Experience developing and implementing data governance and automation frameworks.

Knowledge of compensation analytics, workforce planning, and data ethics best practices.
PHR/SPHR, SHRM-CP/SHRM-SCP, TASBO, and/or TASB certifications preferred.
Familiarity with large organizational governance, laws, policies, and regulations, as well as effective implementation of and compliance with these parameters.

Office equipment (e.g., computer, laptop, copier).

LEADERSHIP RESPONSIBILITIES

Strategic oversight for multiple departments and/or a major division or for the entire district. Provides strategic direction and develops long-range plans which impact multiple departments or divisions. Using in-depth knowledge of multiple disciplines, identifies and evaluates high-impact issues, and provides strategy and direction to a major functional area or multiple departments. Establishes programs and policies, and ensures integration of operational objectives across multiple, major departments, program areas and possibly district-wide.

WORK COMPLEXITY/INDEPENDENT JUDGMENT

Work is non-standardized and widely varied, involving many complex and significant variables including significant time spent planning, evaluating complex solutions and issues, and negotiating outcomes. Strong analytic ability and inductive thinking are frequently required to devise new approaches to situations where previously accepted solutions have proven inadequate. Position regularly makes recommendations to management on areas of significance to the division. Supervision received typically consists of providing periodic coaching, advice and feedback.

BUDGET AUTHORITY

Participates in a group plan and/or budget development.

PROBLEM SOLVING 

Decisions are made with greater freedom and discretion, including recommendations that are subject to approval on matters that may affect multiple departments across HISD. Job is frequently expected to recommend new solutions to problems, to improve existing methods/procedures/services and generate new ideas.  May also review decisions made by other individuals on more routine matters.

IMPACT OF DECISIONS 

Decisions have considerable impact to multiple divisions or the district causing risks or improvements to relationships, significant efficiencies or delays in operations, and/or significant financial gains or expenses. Errors are serious and difficult to discover, normally involve decisions not subject to detailed review and will result in excessive costs and/or significant project delays.

COMMUNICATION/INTERACTIONS

Negotiate and influence - interprets department strategies and services, resolves conflicts, influences outcomes on matters of significance for the division, conducts final negotiations and coordinates approvals/decision making below the executive level. Interactions are typically with customers and Top Management.

CUSTOMER RELATIONSHIPS

Leads others in the resolution of highly sensitive and confidential issues on behalf of the department. Acts as a trusted advisor and becomes involved in the customer's decision making process including presenting alternatives and information and applying persuasion and negotiation skills in the resolution of problems. Monitors customer service standards.

WORKING/ENVIRONMENTAL CONDITIONS

Work is normally performed in a typical interior work environment which does not subject the employee to any hazardous or unpleasant elements.
Ability to carry and/or lift less than 45 pounds.