SIRVA Worldwide Relocation and Moving is a global leader in moving and relocation services, offering solutions for mobility programs to companies of every size. With 75 owned locations and more than 1,000 franchised and agent locations in 177 countries, we offer unmatched global breadth supported by localized attention and innovative technology that strikes the right balance of self service and human support. From relocation and household goods to commercial moving and storage, our portfolio of Brands (SIRVA, Team Relocations, Allied, northAmerican, & SMARTBOX) provides the only integrated moving/relocation solution in the industry. By leveraging our global network, we deliver a superior experience that only a “one-stop shop” can provide. We’re a team that works globally to provide the best service locally — a company that is everything you need, everywhere you need it. For more information please visit www.sirva.com.
SIRVA brings together strong, collaborative people in a dynamic culture of mutual respect, support, and passion for the brand and product. We believe innovation drives winning performance, and we constantly challenge ourselves to be the very best we can in every aspect of our business. You will be surrounded by some of the brightest and most driven people in the industry. At SIRVA, you will be in great company!
At SIRVA, we’re committed to cultivating a workplace that reflects the diversity of the global organizations that we serve. We recognize that building an inclusive, engaged company culture results in empowered employees that reflect a wide range of approaches and perspectives. Those perspectives lead to new ideas. New ideas lead to innovation and excellence. Our approach to diversity, equality and inclusion is driven by a commitment to these values and a belief that diversity makes our company stronger.
SIRVA is an equal opportunities employer. We evaluate qualified applicants without regard to race, colour, religion, sex, sexual orientation, gender identity, national origin, age, disability, military status genetic information or any other consideration made unlawful by applicable local legislation. SIRVA also prohibits harassment of applicants and employees based on any of these protected categories.
It is SIRVA’s policy to comply with all applicable country and local legislation. SIRVA continually reviews all local and country legislation applicable to our recruiting practices. For more information, please send an email to ROWHRSirva@sirva.com
If you need a reasonable accommodation because of a disability of any part of the employment process, please send an email to Human Resources at ROWHRsirva@sirva.com and let us know the nature of your request and your contact information.
Role Overview
The Director of Global HRIS and Americas Payroll will provide oversight and strategic vision to the HRIS and Payroll Departments. With oversight from the VP of Human Resources, this role will work with all areas of HR to create and execute a Global HRIS Strategy and ensure a streamlined Americas Payroll strategy and process. This role is vital in overseeing Sirva’s HR technology infrastructure and human resource information management. The Director, HRIS and Americas payroll will collaborate with the HR team to understand workflows and identify opportunities for increased efficiency through solutions like automation and improved HRIS structure.
Essential Functions and Responsibilities

50%

• Provide leadership, direction and oversight to the payroll and HRIS teams. Ensuring compliance to process and applicable country laws.

25%

• Creating and executing an annual strategy that maximizes our HRIS and Payroll systems to provide the most value to our people and business. Oversee the development and implementation of end user training and product enhancements.

15%

• Standardize the HRIS policy and process across the world to provide consistent HR Data and provide useful people analytics to our Leaders. Create and maintain HR Dashboards used to track HR metrics and KPI’s. Manage maintenance and accuracy of employee data for analysis, regulatory compliance, reporting and distribution.

10%

• Apply predictive analytics to forecast future HR trends such as staffing, turnover and employee performance. Develop models to identify patterns and provide recommendations to the HR team to drive HR initiatives.

Qualifications and Preferred Skills

• 10+ years’ experience in Global HRIS, with progressive increase in responsibility
• 5 plus years’ experience with Ceridian Dayforce HRIS and Payroll
• Minimum 3 years in a strategic leadership role with HRIS and Payroll
• Expertise with Canadian and United States Payroll Compliance
• Expertise with US and Canada Payroll Tax
• HRIS and Payroll Certification preferred
• Must be fluent in English, but other languages are highly desired.
• 3 plus years’ experience with data analytics using predictive modeling and reporting
• Ability to operate in a self-directed environment
• Financial/accounting knowledge preferred
• Advanced skills in data visualization tools such as Tableau, Power BI, R, Python)
• Bachelor’s degree preferred
• High school diploma or equivalent

What Sirva Offers

• Competitive salary and incentive plans
• Workplace flexibility for a balanced work/life approach
• Comprehensive benefits packages and wellness program
• Generous company-paid vacation days and holiday time
• Challenging, collaborative, diverse corporate culture
• Remote work arrangement

LI-Remote

As part of any recruitment process, the SIRVA Relocation Ltd (and any of its subsidiaries) collects and processes personal data relating to job applicants. The organisation is committed to being transparent about how it collects and uses that data and to meeting its data protection obligations.
What information does the organisation collect?

The organisation collects a range of information about you. This includes;

• Your name, address and contact details, including email address and telephone number;
• Details of your qualifications, skills, experience and employment history;
• Information about your current level of remuneration, including benefit entitlements;
• Whether or not you have a disability for which the organisation needs to make reasonable adjustments during the recruitment process;
• Information about your entitlement to work in the applied for location; and
• Equal opportunities monitoring information, including information about your ethnic origin, marital status, health, and religion or belief.

The organisation collects this information in a variety of ways. For example, data might be contained in application forms, CVs or resumes, obtained from your passport or other identity documents, or collected through interviews or other forms of assessment.
The organisation will also collect personal data about you from third parties, such as references supplied by former employers, information from employment background check providers and information from criminal records checks. The organisation will seek information from third parties only once a job offer to you has been made and will inform you that it is doing so.
Data will be stored in a range of different places, including on your application record, in HR management systems and on other IT systems (including email).
Why does the organisation process personal data?
The organisation needs to process data to take steps at your request prior to entering into a contract with you. It also needs to process your data to enter into a contract with you.
In some cases, the organisation needs to process data to ensure that it is complying with its legal obligations. For example, it is required to check a successful applicant’s eligibility to work before employment starts.
The organisation has a legitimate interest in processing personal data during the recruitment process and for keeping records of the process. Processing data from job applicants allows the organisation to manage the recruitment process, assess and confirm a candidate’s suitability for employment and decide to whom to offer a job. The organisation may also need to process data from job applicants to respond to and defend against legal claims.
Where the organisation relies on legitimate interests as a reason for processing data, it has considered whether or not those interests are overridden by the rights and freedoms of job applicants, employees or workers and has concluded that they are not.
The organisation processes health information if it needs to make reasonable adjustments to the recruitment process for candidates who have a disability. This is to carry out its obligations and exercise specific rights in relation to employment.
Where the organisation processes other special categories of data, such as information about ethnic origin, health, religion or belief, age, gender or marital status, this is done for the purposes of equal opportunities monitoring with the explicit consent of job applicants, which can be withdrawn at any time by contacting a member of our recruiting team.
If your application is unsuccessful, the organisation will keep your personal data on file in case there are future employment opportunities for which you may be suited. The organisation will ask for your consent before it keeps your data for this purpose and you are free to withdraw your consent at any time.
Who has access to data?
Your information will be shared internally for the purposes of the recruitment exercise. This includes members of the HR and recruitment team, interviewers involved in the recruitment process, managers in the business area with a vacancy and IT staff if access to the data is necessary for the performance of their roles.
The organisation will not share your data with third parties, unless your application for employment is successful and it makes you an offer of employment. The organisation will then share your data with former employers to obtain references for you, employment background check providers to obtain necessary background checks.
How does the organisation protect data?
The organisation takes the security of your data seriously. It has internal policies and controls in place to ensure that your data is not lost, accidentally destroyed, misused or disclosed, and is not accessed except by our employees in the proper performance of their duties.
For how long does the organisation keep data?
If your application for employment is unsuccessful, the organisation will hold your data on file for six months after the end of the relevant recruitment process.
If your application for employment is successful, personal data gathered during the recruitment process will be transferred to your personnel file and retained during your employment. The periods for which your data will be held will be provided to you in a new privacy notice.
Your rights

Please refer the Job description for details