Compensation Operations & HRIS - Associate Director
SupportFinity™, Portland, Oregon, United States, 97204
Compensation Operations & HRIS - Associate Director
EY | Posted Feb 20, 2026 | Part‑time | Portland | Master (>10 yrs)
Location: Anywhere in Country
At EY, we’re all in to shape your future with confidence. We’ll help you succeed in a globally connected powerhouse of diverse teams and take your career wherever you want it to go. Join EY and help us build a better working world.
The Opportunity The HRIS Operations Manager (Associate Director) is responsible for the hands‑on operational management, data integrity, testing execution, and release readiness of U.S. compensation and core HR systems, with a primary focus on SAP SuccessFactors (Employee Central and Compensation) and closely integrated tools.
This role acts as the day‑to‑day functional owner and operational subject matter expert for compensation related HRIS processes, ensuring accurate data flow between CoreHR, SuccessFactors Compensation, Compensation Modeling Tool (CMT), CompAnalyst, ServiceNow, and downstream vendors. The role partners closely with Compensation, Talent, HR Technology, Payroll, GCO, Risk and external vendors.
Your Key Responsibilities
HRIS Operations & Functional Ownership
Serve as the primary operational owner for U.S. compensation‑related HRIS processes within SAP SuccessFactors Employee Central and Compensation.
Manage day‑to‑day system operations supporting annual, mid‑year, and off‑cycle compensation events (salary increases, bonuses, promotions, progressions).
Partner with HR Technology and vendors to execute approved enhancements, configuration changes, and production releases, ensuring business readiness.
Data Management & Mass Changes
Execute and oversee mass data uploads and corrections (job changes, salary, promotions, progressions, eligibility flags, service dates) using approved templates and controls.
Ensure data accuracy and consistency across CoreHR, SF Comp, and downstream tools prior to and during compensation cycles.
Identify data limitations (fields that cannot be corrected online) and coordinate mass‑load or ServiceNow‑based remediation.
Interfaces & Vendor Coordination
Act as the functional point of contact for compensation‑related interfaces (e.g., CoreHR SF Comp, CompAnalyst, service award vendors).
Review interface files for field completeness, logic alignment, exclusions, and data quality; raise issues and coordinate fixes with vendors and HR Technology.
Support interface changes related to job architecture updates, new attributes, and regulatory or program changes.
Testing, UAT & Release Execution
Lead UAT execution for compensation systems, including defining test scenarios and data changes, coordinating tester participation, and validating calculations, eligibility, hierarchies, and modeled outputs.
Track defects, support remediation testing, and confirm go‑live readiness.
Provide operational support during hyper‑care periods, triaging issues and escalating through ServiceNow as needed.
Change History, Controls & Audit Support
Monitor SuccessFactors Change History to identify system‑generated vs. user‑initiated changes impacting compensation.
Ensure Compensation Reviewers and Facilitators understand which changes require re‑planning or manual intervention.
Support audit and control requirements by validating data changes, documenting impacts, and flagging risk areas.
Operational Enablement & Stakeholder Support
Serve as a hands‑on advisor to Compensation and Talent teams on system behavior, late changes, and operational constraints.
Contribute to training materials, job aids, and work instructions for compensation system users.
Translate business needs into clear, executable requirements for HR Technology and vendors.
Other
Support Compensation Director with ad‑hoc reporting and analytics.
Manage Service Award Anniversary Program operations including updating service dates, vendor interfaces, researching anniversary date issues.
Support Risk Management with EEO and OFCCP data requests.
Keep current with government regulations that could impact compensation (salary threshold).
Manage payout of frozen vacation balances to newly promoted partners.
Areas of Expertise
SAP SuccessFactors Employee Central & Compensation (functional/operational)
Compensation system operations (merit, bonus/PBB, promotions, progressions)
CoreHR data structures, job architecture, and eligibility logic
Mass uploads, data corrections, and interface validation
UAT execution and release readiness
Change history, data governance, and audit controls
ServiceNow intake and operational support processes
Skills and Attributes for Success
Strong hands‑on HRIS functional expertise with the ability to troubleshoot data and system issues
High attention to detail, controls, and data accuracy
Ability to manage multiple operational workstreams during peak compensation periods
Clear written and verbal communication for explaining system impacts to non‑technical stakeholders
Comfort working directly with vendors and HR Technology partners
Ability to quickly assess impact of various Core HR/organizational changes on all compensation operations
To qualify for this role, you must have
12‑15+ years of progressive experience in HRIS operations, compensation systems, or HR technology
Advanced degree or equivalent work experience
Demonstrated experience supporting large‑scale compensation cycles in a complex organization
Strong Excel skills
Hands‑on experience with SAP SuccessFactors strongly preferred
Experience with system testing, data governance, and production support
Ideally you will also have
Background in professional services or another large, matrixed organization is a plus
What We Offer You
We offer a comprehensive compensation and benefits package where you’ll be rewarded based on your performance and recognized for the value you bring to the business. The base salary range for this job in all geographic locations in the US is $136,700 to $263,200. The base salary range for New York City Metro Area, Washington State and California (excluding Sacramento) is $164,100 to $299,100. Individual salaries within those ranges are determined through a wide variety of factors including but not limited to education, experience, knowledge, skills and geography. In addition, our Total Rewards package includes medical and dental coverage, pension and 401(k) plans, and a wide range of paid time off options.
Join us in our team‑led and leader‑enabled hybrid model. Our expectation is for most people in external, client‑serving roles to work together in person 40‑60% of the time over the course of an engagement, project or year.
Under our flexible vacation policy, you’ll decide how much vacation time you need based on your own personal circumstances. You’ll also be granted time off for designated EY Paid Holidays, Winter/Summer breaks, Personal/Family Care, and other leaves of absence when needed to support your physical, financial, and emotional well‑being.
A part of EY, you’ll shape your future with confidence. Apply today.
EY accepts applications for this position on an ongoing basis.
EY provides equal employment opportunities to applicants and employees without regard to race, color, religion, age, sex, sexual orientation, gender identity/expression, pregnancy, genetic information, national origin, protected veteran status, disability status, or any other legally protected basis, including arrest and conviction records, in accordance with applicable law.
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Location: Anywhere in Country
At EY, we’re all in to shape your future with confidence. We’ll help you succeed in a globally connected powerhouse of diverse teams and take your career wherever you want it to go. Join EY and help us build a better working world.
The Opportunity The HRIS Operations Manager (Associate Director) is responsible for the hands‑on operational management, data integrity, testing execution, and release readiness of U.S. compensation and core HR systems, with a primary focus on SAP SuccessFactors (Employee Central and Compensation) and closely integrated tools.
This role acts as the day‑to‑day functional owner and operational subject matter expert for compensation related HRIS processes, ensuring accurate data flow between CoreHR, SuccessFactors Compensation, Compensation Modeling Tool (CMT), CompAnalyst, ServiceNow, and downstream vendors. The role partners closely with Compensation, Talent, HR Technology, Payroll, GCO, Risk and external vendors.
Your Key Responsibilities
HRIS Operations & Functional Ownership
Serve as the primary operational owner for U.S. compensation‑related HRIS processes within SAP SuccessFactors Employee Central and Compensation.
Manage day‑to‑day system operations supporting annual, mid‑year, and off‑cycle compensation events (salary increases, bonuses, promotions, progressions).
Partner with HR Technology and vendors to execute approved enhancements, configuration changes, and production releases, ensuring business readiness.
Data Management & Mass Changes
Execute and oversee mass data uploads and corrections (job changes, salary, promotions, progressions, eligibility flags, service dates) using approved templates and controls.
Ensure data accuracy and consistency across CoreHR, SF Comp, and downstream tools prior to and during compensation cycles.
Identify data limitations (fields that cannot be corrected online) and coordinate mass‑load or ServiceNow‑based remediation.
Interfaces & Vendor Coordination
Act as the functional point of contact for compensation‑related interfaces (e.g., CoreHR SF Comp, CompAnalyst, service award vendors).
Review interface files for field completeness, logic alignment, exclusions, and data quality; raise issues and coordinate fixes with vendors and HR Technology.
Support interface changes related to job architecture updates, new attributes, and regulatory or program changes.
Testing, UAT & Release Execution
Lead UAT execution for compensation systems, including defining test scenarios and data changes, coordinating tester participation, and validating calculations, eligibility, hierarchies, and modeled outputs.
Track defects, support remediation testing, and confirm go‑live readiness.
Provide operational support during hyper‑care periods, triaging issues and escalating through ServiceNow as needed.
Change History, Controls & Audit Support
Monitor SuccessFactors Change History to identify system‑generated vs. user‑initiated changes impacting compensation.
Ensure Compensation Reviewers and Facilitators understand which changes require re‑planning or manual intervention.
Support audit and control requirements by validating data changes, documenting impacts, and flagging risk areas.
Operational Enablement & Stakeholder Support
Serve as a hands‑on advisor to Compensation and Talent teams on system behavior, late changes, and operational constraints.
Contribute to training materials, job aids, and work instructions for compensation system users.
Translate business needs into clear, executable requirements for HR Technology and vendors.
Other
Support Compensation Director with ad‑hoc reporting and analytics.
Manage Service Award Anniversary Program operations including updating service dates, vendor interfaces, researching anniversary date issues.
Support Risk Management with EEO and OFCCP data requests.
Keep current with government regulations that could impact compensation (salary threshold).
Manage payout of frozen vacation balances to newly promoted partners.
Areas of Expertise
SAP SuccessFactors Employee Central & Compensation (functional/operational)
Compensation system operations (merit, bonus/PBB, promotions, progressions)
CoreHR data structures, job architecture, and eligibility logic
Mass uploads, data corrections, and interface validation
UAT execution and release readiness
Change history, data governance, and audit controls
ServiceNow intake and operational support processes
Skills and Attributes for Success
Strong hands‑on HRIS functional expertise with the ability to troubleshoot data and system issues
High attention to detail, controls, and data accuracy
Ability to manage multiple operational workstreams during peak compensation periods
Clear written and verbal communication for explaining system impacts to non‑technical stakeholders
Comfort working directly with vendors and HR Technology partners
Ability to quickly assess impact of various Core HR/organizational changes on all compensation operations
To qualify for this role, you must have
12‑15+ years of progressive experience in HRIS operations, compensation systems, or HR technology
Advanced degree or equivalent work experience
Demonstrated experience supporting large‑scale compensation cycles in a complex organization
Strong Excel skills
Hands‑on experience with SAP SuccessFactors strongly preferred
Experience with system testing, data governance, and production support
Ideally you will also have
Background in professional services or another large, matrixed organization is a plus
What We Offer You
We offer a comprehensive compensation and benefits package where you’ll be rewarded based on your performance and recognized for the value you bring to the business. The base salary range for this job in all geographic locations in the US is $136,700 to $263,200. The base salary range for New York City Metro Area, Washington State and California (excluding Sacramento) is $164,100 to $299,100. Individual salaries within those ranges are determined through a wide variety of factors including but not limited to education, experience, knowledge, skills and geography. In addition, our Total Rewards package includes medical and dental coverage, pension and 401(k) plans, and a wide range of paid time off options.
Join us in our team‑led and leader‑enabled hybrid model. Our expectation is for most people in external, client‑serving roles to work together in person 40‑60% of the time over the course of an engagement, project or year.
Under our flexible vacation policy, you’ll decide how much vacation time you need based on your own personal circumstances. You’ll also be granted time off for designated EY Paid Holidays, Winter/Summer breaks, Personal/Family Care, and other leaves of absence when needed to support your physical, financial, and emotional well‑being.
A part of EY, you’ll shape your future with confidence. Apply today.
EY accepts applications for this position on an ongoing basis.
EY provides equal employment opportunities to applicants and employees without regard to race, color, religion, age, sex, sexual orientation, gender identity/expression, pregnancy, genetic information, national origin, protected veteran status, disability status, or any other legally protected basis, including arrest and conviction records, in accordance with applicable law.
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