Senior Manager, Human Resource Information Systems

Senior Manager, Human Resource Information Systems

• Reporting into Human Resources, the Senior Manager, Human Resource Information Systems (HRIS) leads HR technology priorities that support the employee experience, HR operations, data accuracy, reporting, and business needs.
• This role serves as the primary HR partner for Workday and related HR systems, working closely with IT, Payroll, Finance, HR leaders, vendors, and business stakeholders to understand needs, coordinate work, remove barriers, and deliver practical solutions.
• The Senior Manager drives expectations for automation, self-service reporting, dashboards, and data-enabled insights, leveraging modern technology and AI where appropriate to eliminate manual work, create efficiencies, and help reimagine how HR work is delivered.
• The Senior Manager focuses on project coordination, stakeholder engagement, change management, process improvement, communication, testing support, training readiness, innovation, creative problem solving, and successful adoption of HR system and process changes.

• Lead HR’s priorities for Workday and related HR systems, ensuring system initiatives support HR strategy, business needs, employee experience, and effective service delivery.
• Act as the primary bridge between HR and IT by defining HR needs, confirming priorities, coordinating resources, and keeping teams aligned through completion.
• Partner with HR leaders, HR operations, Payroll, Finance, IT, and vendors to identify practical opportunities to improve processes and make HR systems easier to use which may include integration with other systems.

• Coordinate HR technology projects from planning through launch, ensuring timelines, roles, decisions, risks, and next steps are clear.
• Gather HR and business requirements, document needs in plain language, and work with IT and vendors to evaluate solution options.
• Manage project routines, including meeting coordination, issue tracking, testing support, leadership updates, and post-launch follow-up.
• Keep HR stakeholders informed of progress, decisions needed, risks, and changes that may affect employees, managers, or HR teams.

• Provide HR functional leadership for Workday and related HR systems, focusing on how the systems support HR processes, employee data, reporting needs, and user experience.
• Partner with IT and technical resources on system changes, integrations, security, reporting, releases, testing, and issue resolution.
• Review system enhancement requests with HR stakeholders and help prioritize work based on business value, compliance needs, employee impact, and available resources.

• Develop change management plans that help HR teams, managers, and employees understand what is changing, why it matters, and what actions are needed.
• Create or coordinate communications, training materials, job aids, process guides, and readiness activities for HR system and process changes.
• Gather feedback after launch and partner with HR and business stakeholders to support adoption and identify improvement opportunities.

• Work with HR teams to simplify, standardize, and improve HR processes supported by Workday and other HR tools.
• Promote accurate employee data, clear process ownership, and consistent use of HR systems across HR and business teams.
• Partner with HR, IT, Legal, Compliance, and Audit to support data privacy, policy compliance, access controls, and audit readiness.
• Coordinate with Workday, implementation partners, consultants, and other vendors to ensure work is clearly scoped, well communicated, and delivered according to HR priorities.
• Monitor vendor commitments, service levels, and open issues, escalating concerns when needed.

• Bachelor’s degree in Human Resources, Business Administration, Information Systems, or a related field.
• 8+ years of progressive experience in HR, HR operations, HRIS, HR technology, or related functions.
• Strong understanding of HR processes, employee data, HR service delivery, and the employee and manager experience.
• Experience working with Workday or other HR systems from an HR functional, project, process, or business-owner perspective.
• Proven ability to coordinate HR technology projects, manage timelines, organize stakeholders, track issues, and drive work to completion.
• Strong communication, facilitation,…