Senior Manager, Human Resource Information Systems

Scientific Games:
Scientific Games is the global leader in lottery games, sports betting and technology, and the partner of choice for government lotteries. From cutting-edge backend systems to exciting entertainment experiences and trailblazing retail and digital solutions, we elevate play every day. We push game designs to the next level and are pioneers in data analytics and iLottery. Built on a foundation of trusted partnerships, Scientific Games combines relentless innovation, legendary performance, and unwavering security to responsibly propel the global lottery industry ever forward.

Position Summary Job Summary 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.

• HRIS Strategy & HR Partnership 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.
• Project Coordination & Delivery 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.
• Workday & HR Systems Support 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.
• Change Management, Communication & Adoption 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…