HRIS Manager

Summary

The HRIS manager is responsible for the management, optimization, and strategic direction of the Human Resources Information System and the HRIS team. This role will act as a critical link between HR, IT, and business leaders, ensuring that our HR technology supports business objectives, enhances employee experience, and improves operational efficiency.

Key Responsibilities

HRIS System Management

• Manage the analysis of the company HRIS needs and requirements, develop project plans and roadmaps, coordinate with stakeholders and ensure successful execution of HRIS projects.
• Collaborate with HR managers and other business stakeholders to determine and prioritize HRIS needs.
• Guide stakeholders in identifying the root business problem before determining system changes or reporting solutions.
• Ability to take business requirements and system limitations and provide the best possible solution and outcome.
• Translate functional requirements into the project roadmap by gathering information and specifications, mocking up solutions, and interviewing stakeholders.
• Build and maintain HR project roadmaps, ensuring timelines, priorities, and dependencies are clearly communicated and managed across teams.
• Drive the overall HRIS roadmap including system enhancements and automation opportunities and ensure that the system delivers reliable, actionable insights to stakeholders.
• Facilitate discussions and manage cross-functional meetings to resolve process gaps, align stakeholders, and reach consensus on solutions.
• Support change management efforts by collaborating with leadership to implement new processes, ensuring best practice, adoption and sustainability.
• Evaluate emerging HR trends and processes to recommend improvements that align with organizational strategy and HRIS capabilities.
• Ability to listen to internal customer needs and explain complex technical issues and solutions in an understandable descriptive context for them.
• Partner with cross-functional departments to align processes and drive a consistent, coordinated solution.
• Ensure data integrity across all HRIS processes, implement regular audits and troubleshooting issues while ensuring optimal system performance.
• Ensure data integrity by reviewing field usage for best practice.
• Ensure oversight of open enrollment set up and testing of benefit deduction flow to payroll.
• Oversee the design and delivery of custom reports, dashboards, and data analysis to support decision-making across HR and executive leadership.
• Collaborate with HR stakeholders to continually assess and redesign processes leveraging system capabilities, focusing on user experience and operational efficiency.
• Actively lead the identification and resolution of issues as opportunities for enhanced user experience.
• Actively partner on performance management process and design.
• Liaise with UKG support and other technology vendors for issue resolution, enhancements, and ongoing training.
• Partner with UKG on roadmap direction and inclusion as an early adapter as appropriate.
• Manage the development, documentation, and maintenance of all current and new HRIS business workflows for efficiency and compliance.
• Oversee the management of permissions, access, personalization, and similar system operations and settings for HR services users.
• Ensure HRIS processes comply with relevant regulations and data protection laws, maintaining system security and data privacy.
• Maintains knowledge of trends and developments in data management and security, HR technology, and HRIS applications.
• Foster a high-performing, collaborative environment, ensuring alignment of HRIS with broader HR and organizational goals.
• Manage the HRIS team to meet goals and deliverables.

Qualifications

• Bachelor’s degree in HR, IT, Business Administration, or related field.
• 7+ years of progressive experience in HRIS roles
• UKG knowledge and experience preferred
• Previous management experience.
• Advanced Excel skills and proficiency in reporting tools.
• Strong project management skills and experience working in cross-functional environments.
• Familiarity with human resource processes to ensure the HR system meets organizational needs and goals.
• Ability to facilitate consensus among stakeholders on best practice processes and system solutions.

• Ability to collaborate with cross-functional teams from HR and other areas within the business.
• Ability to communicate and effectively translate needs into actionable plans.
• Excellent analytical and problem-solving skills.
• Excellent communication and facilitation skills.
• Ability to keep information confidential.