Human Resource Technology Manager

Whether you’re a recent grad or a seasoned professional, you can experience meaningful career growth oy a true sense of ownership as you work with a proven industry leader on some of the most exciting and high‑profile projects in the nation. We offer a wide range of job opportunities, competitive compensation, full benefits, an Employee Stock Ownership Plan and more. Why Rosendin?

Committed. Innovative. Engaged. If you’re looking to take your career to the next level and work with some of the best and brightest in the industry, we want to hear from you. Since our founding over 100+ years ago, Rosendin has been driven to positively impact the communities where we live and work. We are an organization built on integrity, and we have a culture that empowers people, embraces diversity, and inspires everyone to do their best.

As one of the largest EMPLOYEE‑OWNED electrical contractors in the United States, you will have the unique benefit of being a shareholder at a company that is experiencing tremendous growth and success. When our people succeed and fuel our success, we reward them. We’d love to have you as a shareholder!

The HRIS Manager leads Rosendin's HR Technology function, owning the strategic operational direction, governance, and day‑to‑day health of the company's HR technology systems, with Workday as the primary platform. This role manages the HRIS Analyst team directly and carries real ownership over how the function is shaped: setting the technical standards, security posture, and testing rigor that let the team execute with consistency and confidence, and elevating platform improvements so fixes become governed practice rather than one‑off patches.

The HRIS Manager also shapes the policies that govern data integrity and system access across HR technology, and serves as the escalation point for platform risk and configuration issues that fall outside established process. This role partners closely with the Sr. Manager, HR Operations, and with peer leaders across HR Ops (Program Management, HR Operations, People Analytics) to keep platform execution aligned with broader HR Ops strategy.

• Hire, manage, coach, and develop the HRIS Analyst team, including performance reviews, coaching, pay decisions, and career development.
• Set team‑level goals and deliverables aligned to the HR Technology roadmap; assess performance against those goals and evaluate readiness for career progression.
• Build repeatable practices, documentation standards, and onboarding structure so the function scales beyond any one person's institutional knowledge.
• Balance workload and staffing across the team to maintain platform service levels during peak periods or coverage gaps.

• Own the strategic operations roadmap and overall health of Rosendin's HR technology systems, with Workday as the primary platform, in partnership with the Sr. Manager, HR Operations.
• Establish and maintain data governance standards — field‑level ownership and source‑of‑truth rules — across HR technology systems.
• Own security governance, including domain and business process security policy and segregation‑of‑duties standards, and ensure periodic access audits are performed.

• Identify platform and process improvement opportunities surfaced by team‑level work and elevate them for broader adoption across HR Ops, rather than letting fixes stay local to one team.
• Partner with the Process Optimization Program Manager, HR Technology, to standardize improvements once they've proven out.
• Maintain a systematic way to capture and prioritize configuration and enhancement requests submitted…