As of December 01, 2024, the average annual pay of Director of HRIS in Grand Forks, ND is $156,400. While Salary.com is seeing that Director of HRIS salary in Grand Forks, ND can go up to $183,146 or down to $129,463, but most earn between $142,300 and $170,400. Salary.com shows the average base salary (core compensation), as well as the average total cash compensation for the job of Director of HRIS in the United States.
| Annual Salary |
Monthly Pay |
Weekly Pay |
Hourly Wage |
|
| 75th Percentile | $170,400 | $14,200 | $3,277 | $82 |
| Average | $156,400 | $13,033 | $3,008 | $75 |
| 25th Percentile | $142,300 | $11,858 | $2,737 | $68 |
An entry-level Director of HRIS with under 1 year experience makes about $146,973. With less than 2 years of experience, a mid-level Director of HRIS makes around $148,286. After 2-4 years, the Director of HRIS pay rises to about $150,037. Those senior Director of HRIS with 5-8 years of experience earn roughly $152,225, and those Director of HRIS having 8 years or more experience are expected to earn about $154,414 on average.
| Levels | Salary |
|---|---|
| Entry Level Director of HRIS | $146,973 |
| Intermediate Level Director of HRIS | $148,286 |
| Senior Level Director of HRIS | $150,037 |
| Specialist Level Director of HRIS | $152,225 |
| Expert Level Director of HRIS | $154,414 |
| Entry Level | 6% |
| Mid Level | 5% |
| Senior Level | 4% |
| Top Level | 3% |
| Experienced | 1% |
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Each competency has five to ten behavioral assertions that can be observed, each with a corresponding performance level (from one to five) that is required for a particular job.
Analysis: Analysis is the process of considering something carefully or using statistical methods in order to understand it or explain it.
HR Analytics: HR analytics is the collection and application of talent data to improve critical talent and business outcomes. Also known as people analytics.
Onboarding: Onboarding, also known as organizational socialization, is management jargon first created in the 1970's that refers to the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors in order to become effective organizational members and insiders. It is the process of integrating a new employee into the organization and its culture. Tactics used in this process include formal meetings, lectures, videos, printed materials, or computer-based orientations to introduce newcomers to their new jobs and organizations. Research has demonstrated that these socialization techniques lead to positive outcomes for new employees such as higher job satisfaction, better job performance, greater organizational commitment, and reduction in occupational stress and intent to quit.. These outcomes are particularly important to an organization looking to retain a competitive advantage in an increasingly mobile and globalized workforce. In the United States, for example, up to 25% of workers are organizational newcomers engaged in an onboarding process. The term induction is used instead in regions such as Australia, New Zealand, Canada, and parts of Europe. This is known in some parts of the world as training.
| Skill | Salary | Demand |
|---|---|---|
|
Customer Focus
|
$176,732 |
13%
|
|
Absence Management
|
$168,912 |
8%
|
|
Process Management
|
$167,348 |
7%
|
|
Builds Effective Teams
|
$167,348 |
7%
|
|
Business Analytics
|
$167,348 |
7%
|
|
Verbal Communication
|
$164,220 |
5%
|
