Director HRIS, Compensation, & Analytics

At Roush, we fuse technology and engineering to provide product development solutions to customers in a diverse range of industries. Widely recognized for providing engineering, testing, prototype, and manufacturing services to the transportation industry, Roush also provides significant support to the aerospace, defense and theme park industries. With over 2,400 employees in facilities throughout the United States, Europe, Asia, and South America, our unique combination of creativity and tenacity activates big ideas on a global stage. We want motivated, ambitious people who put the needs of our customers first, bring creativity to their work and will do whatever it takes to achieve success. If you share our passion for providing innovative solutions to complex challenges, we want you on our team. At Roush, we work alongside the best and brightest to do incredibly cool things you wouldn't believe. At Roush, you are part of building the future. The Director of HRIS and Compensation provides strategic leadership and oversight for the organization's Human Resources Information Systems (HRIS), compensation programs, and related people analytics. Reporting directly to the Chief Human Resources Officer (CHRO), this position is responsible for ensuring the integrity, effectiveness, and strategic alignment of HR technology, workforce data, compensation structures, and pay practices. This role leads the development and continuous improvement of HR systems and compensation strategies that support organizational objectives, enhance operational efficiency, promote internal equity, and maintain external competitiveness. The Director partners with executive leadership, Finance, IT, and HR leaders to leverage technology, analytics, and market insights to inform workforce decisions and strengthen the overall employee experience. ** As a Director of HRIS, Compensation & Analytics you will:** - Develop and execute the HRIS strategy and roadmap, ensuring systems, technology, and processes align with organizational goals, workforce needs, and the broader HR strategy. - Oversee the configuration, maintenance, implementation, and continuous improvement of HRIS platforms, including core HR, organizational management, employee data, reporting, and related system integrations. - Establish standards for HR data governance, accuracy, security, and reporting. Develop dashboards, workforce analytics, and executive reports that provide actionable insights to support strategic decision-making. {=html} - Lead the design, administration, and ongoing evaluation of compensation programs, including base pay, salary structures, job architecture, incentive plans, and other compensation practices. {=html} - Oversee salary surveys, market benchmarking, internal equity assessments, and pay equity analyses to ensure compensation programs remain competitive, consistent, equitable, and aligned with organizational objectives. {=html} - Oversee compensation planning and administration, including annual merit increases, salary planning, incentive compensation, and compensation budgeting. Provide strategic oversight of payroll operations to ensure accurate and timely employee payments, effective payroll processes, and alignment between compensation programs, HRIS, and payroll systems. Partner with Finance and HR leadership to support workforce cost management and financial plannin