Director, HR Information Systems

Jeppesen ForeFlight (JFF) is a fast-growing, global aviation software company building a modern, independent SaaS business from strong pieces. We move fast, act with agency, and operate with discipline. Our HR technology function needs to do the same.

About the role

We are hiring a Director of HR Information Systems (HRIS) to own our people systems end-to-end—bringing strategic leadership, technical depth, and a bias toward action to a function that is actively evolving. This is not a steady-state role. Implementations are in progress, new countries and payroll configurations are coming online, and the business continues to bring on new tools that need governance and integration. You will be the person who brings order, roadmap, and scale to that complexity.

At JFF, we believe complexity should be solved, not staffed. You will not build bureaucracy around the work—you will break the work down so it runs cleanly, reliably, and at pace with a growing global business. You will partner closely with our existing HRIS Manager, provide the leadership and strategic direction the function needs, and build out the team over time.

Responsibilities

• System of record integrity. Our global HRIS is the backbone for payroll, compliance, and workforce data across a complex, multi-country environment. You own data accuracy, audit trail integrity, and system configuration—with the rigor of someone who understands that people create value and process protects it.
• HR technology roadmap. Assess the current state of our HR tech stack, identify gaps, and build a multi-year roadmap. This is a strategic planning responsibility—you will be the person who walks into a room and clearly articulates where HR technology is headed at JFF, why, and what it will take to get there. We care about outcomes, not optics.
• Integration & vendor landscape. Own an expanding ecosystem of HR systems spanning compensation, compliance, emergency notification, learning, and more. Evaluate, implement, and maintain integrations across this stack with security and scalability in mind. Govern the intake process as new tools are brought on, ensuring every addition delivers measurable value.
• Vendor management and negotiation. Manage relationships with HR technology vendors—contract renewals, SLA accountability, escalations, and implementation partnerships. You represent JFF's interests at the table and operate with the accountability of an owner.
• System access & controls. Own access provisioning, security roles, and approval workflows—including navigating works council requirements in markets like Germany where formal consent processes apply. You are expected to escalate when something feels wrong and to hold the line on data integrity and access controls.
• Training and adoption at scale. Build and deliver training that enables employees, managers, and HR partners to use our systems confidently—across regions and time zones. You understand that adoption is as important as implementation and you build programs accordingly. You translate technical complexity into clear guidance for all audiences, including executive leadership.
• Change management. Lead the people side of every system change—stakeholder communications, manager enablement, feedback loops, and adoption measurement. A great rollout is half technology and half change management, and you own both sides of that equation.
• Business requirements translation. When a business leader brings you a problem, you scope the solution. You translate business needs into system configuration, integration requirements, or process design without requiring a technical intermediary between you and the business.
• Team building. You will build out the HRIS support structure this organization needs to run at scale. You hire carefully, develop deliberately, and leave behind a stronger team than the one you inherited.
• People leadership. You will inherit a talented HRIS Manager and be responsible for elevating their contribution and growing their capabilities. You are expected to grow the capabilities of your team and build their confidence to make decisions independently.
• AI-forward systems strategy. Partner with the VP of Talent & HR Technology and the AI enablement function to bring AI capabilities into the HRIS layer—intelligent automation, clean data pipelines for analytics, and smarter system workflows.
• Reporting infrastructure. Ensure the data infrastructure underneath HR analytics is sound and reliable, so that downstream insight work is built on clean, well-governed data.
• Audit and controls readiness. Partner with IT, Payroll, Legal, and Finance to ensure HR systems meet the controls and data governance standards of a maturing, disciplined organization. This includes GL coding, payroll file feeds, and cross-functional reconciliation processes. You are a primary point of escalation—and you hold those relationships with accountability.

Requirements

• 10+ years in HRIS or HR technology, including experience leading the function at a strategic level—not just managing day-to-day administration. You take pride in your craft and bring continuous improvement to the function.
• Demonstrated experience building and owning an HR technology roadmap—you can assess a current-state stack, identify gaps, and present a forward-looking strategy to senior leadership with clarity and conviction.
• Demonstrated experience leading a full HRIS implementation or platform migration—from scoping and vendor selection through go-live, hypercare, and adoption. You have done this before and bring the experience to anticipate and navigate the hard parts.
• Experience designing and delivering HRIS training for global, multi-country teams—you understand that adoption is as important as implementation, and you build for both. You are comfortable presenting to executive audiences and making technical content land.
• Deep hands-on experience with an enterprise HRIS platform (such as UKG, Workday, or SAP SuccessFactors)—configuration, integrations, and reporting, not just administration. You stay close to the work and maintain technical credibility with your team and partners.
• Strong cross-functional partnership skills. This role is a primary point of escalation for IT, Payroll, and Finance. You are comfortable across GL coding, payroll file feeds, system access governance, and finance reconciliation—and you hold those relationships without losing accountability.
• Hands-on experience building and managing APIs and system integrations—you can work directly with technical teams to scope, build, and troubleshoot connections between HR systems and the broader technology ecosystem.
• Strong business analyst instincts—when a leader brings you a problem, you translate it into a system solution. You favor clear, practical solutions over unnecessary complexity.
• Experience managing HR technology vendor relationships—contract renewals, SLA accountability, escalations. You have sat across the table from vendors and held them to their commitments.
• Proven change management capability—you have led system rollouts that required stakeholder communications, manager training, and adoption measurement at scale. You know how to balance rigor with momentum and don't let perfect be the enemy of progress.
• A disciplined approach to data protection and system security—access controls, audit trails, and data governance are non-negotiable. Experience with role-based access management, SOC compliance, or similar frameworks is a strong plus.
• Experience in multi-country, multi-entity environments—you understand that global HR systems work is fundamentally different from single-country implementations. You bring cultural awareness and adaptability to your work across regions.
• Experience navigating data privacy and works council requirements in international contexts is a strong plus (e.g., Germany, EU).
• A genuine AI-forward mindset—not familiarity with the buzzwords, but a real track record of pushing AI adoption to make your work and your team's work better.
• Leadership instincts that match how we lead at JFF: servant leader, technically credible, building others up, acting in the best interest of the company. You lead by creating clarity and removing obstacles, not by controlling outcomes.

Preferred Qualifications

• A connection to aviation—or the genuine curiosity to build one. We offer a flight stipend to encourage firsthand aviation experience—and we mean it.
• At least 5 years backend systems experience.
• Experience with UKG preferred.
• Strong BI Reporting experience preferred.

About Jeppesen ForeFlight

Jeppesen ForeFlight is a leading provider of innovative aviation software solutions, serving the Commercial, Business, Military, and General Aviation sectors globally. Combining Jeppesen’s 90-year legacy of accurate aeronautical data with ForeFlight’s expertise in cutting-edge aviation technology, the company delivers an integrated suite of tools designed to enhance safety, improve operational efficiency, and sharpen decision-making.

Benefits

• Medical, dental, vision insurance with employer-paid health premiums.
• Open PTO policy.
• 401(k) with up to 10% company matching and immediate vesting.
• 12 weeks paid maternity leave.
• 12 weeks paid paternity leave.
• Flight training rewards.

Pay

Summary pay range: $171,000–$210,000, based upon candidate experience and qualifications, as well as market and business considerations.