Pay Band: H
Nutrien is a leading provider of crop inputs and services, and our business results make a positive impact on the world. Our purpose, Feeding the Future, is the reason we come to work each day. We’re guided by our culture of care and our core values: safety, inclusion, integrity, and results. When we say we care, we mean it. We’re creating an inclusive workplace where everyone feels safe, has a sense of belonging, trusts one another, and acts with integrity.
Through the collective expertise of our nearly 26,000 employees, we operate a world-class network of production, distribution, and ag retail facilities. We efficiently serve growers’ needs and strive to provide a more profitable, sustainable, and secure future for all stakeholders. Help us raise the expectation of what an agriculture company can be and grow your career with Nutrien.
Reporting to the Sr. Director, HRSC, the HR Director, HRIS defines and drives the vision and strategy for a modern, digital HR ecosystem. This role is accountable for understanding customer needs, integrating technology, data governance, and records management to enable scalable, and intuitive customer centric technology solutions. The Director partners with IT, internal & external stakeholders and business leaders to ensure HR systems are aligned with enterprise goals, while staying attuned to customer needs and market trends to ensure solutions are modern, efficient, and impactful.

REQUIRED SKILLS:

• Knowledge (theoretical or practical understanding of a subject)
• Deep understanding of HRIS platforms and digital HR ecosystems.
• Strong knowledge of data governance frameworks, privacy regulations, cybersecurity principles and SoX.
• Skills (proficiencies developed through training or experience)
• Strategic thinking with the ability to translate business needs into scalable technology solutions.
• Expertise in change management and user enablement.
• Advanced stakeholder engagement and influencing skills across technical and non-technical audiences.
• Strong communication and leadership skills to drive cross-functional alignment and adoption.
• Abilities (qualities of being able to do something)
• Lead and inspire high-performing teams in a complex, matrixed environment.
• Execute with a bias for innovation, continuous improvement, and measurable outcomes.
• Navigate ambiguity and drive clarity in enterprise-wide technology initiatives.
• Build trust and alignment across HR, IT, and business functions.

• HR Technology Strategy & Leadership
• In close partnership with IT and the HR Leadership team, define and lead the enterprise-wide HR technology strategy aligned with business and workforce transformation goals.
• Translate organizational needs into scalable, secure, and user-centric HR technology solutions.
• Stay ahead of market trends and innovations to ensure HR systems remain modern and efficient.
• Customer-Centric Enablement
• Partner with HR and business stakeholders to understand user needs and pain points.
• Drive HR technology adoption through training, change management, and continuous feedback loops.
• Providing support and training to HR staff and other system users to ensure they can effectively utilize the HRIS.
• Champion a service delivery mindset that enhances HR, employee & leader experience.
• System Governance & Optimization
• Accountable for ensuring compliance with 14 enterprise-wide system controls under SOX, while also upholding data privacy, security, and regulatory standards across all HR technology platforms.
• Identify and understand customer needs and oversee the continuous improvement of HR Technology.
• Partner with IT to ensure robust governance frameworks for system configuration, data access, and change management.
• Overseeing the management and maintenance of the HRIS, ensuring data integrity, system security, and consistent performance.
• In partnership with IT and HR, Lead the implementation of new HRIS modules and manage release processes, including planning, testing, and deployment.
• Workforce Data Integrity
• Own the strategy for workforce data quality, integrity, and accessibility across all HR systems.
• Ensure high quality data audits, root cause analysis, and remediation to ensure decision-grade data.
• Partner with data analytics team to deliver predictive insights and workforce intelligence.
• Employee Records & Lifecycle Management
• Develop and maintain a compliant and efficient employee records management system and processes.
• Ensure HRIS platforms support end-to-end employee lifecycle workflows.
• Identifying and implementing process improvements to enhance the efficiency and effectiveness of HR operations to manage employee lifecycle workflows.
• Team Leadership & Capability Building
• Lead and develop a high-performing HRIS team with global reach and local relevance.
• Foster a culture of accountability, innovation, and continuous improvement.
• Support professional development and succession planning within the HR Operations team.