Manager, HRIS

The HRIS Manager leads the day-to-day operation, administration, and continued improvement of the organization’s human resources information systems. The role is accountable for reliable HR data, effective system configuration, secure access, integrations, reporting, and responsive support across the employee lifecycle. The manager currently oversees Oracle HCM and its connections with ADP payroll and timekeeping and other third‑party platforms.

The HRIS Manager will serve as a key functional leader in the implementation of future HR technology solutions, including a potential transition from Oracle HCM to Workday or another enterprise platform. The role will translate business requirements into system solutions, coordinate internal and external resources, support data conversion and testing, and help establish an effective long‑term HRIS operating model.

Every effort has been made to identify the essential functions and skills of this position. However, this in no way states or implies that these are the only duties you will be required to perform. Duties may be assigned on an ad‑hoc or as needed basis depending on the needs of the College/University. The omission of specific statements of duties and skills does not exclude them from the position if the work is similar, related, or is an essential function or skill of the position.

• Manage the daily administration, maintenance, and support of Oracle HCM and connected HR, payroll, timekeeping, benefits, and workforce platforms. Set team priorities and service standards for issue resolution, system requests, recurring processes, audits, and scheduled releases. Maintain system configuration and workflows that support accurate and efficient HR operations throughout the employee lifecycle.

• Monitor system performance, data flows, and recurring jobs; coordinate timely resolution of production issues and communicate business impact to affected stakeholders. Maintain system documentation, operating procedures, configuration records, and support materials.

• Represent HRIS as a functional lead in the evaluation, selection, and implementation of future HR and payroll technology, including a potential Workday implementation. Partner with HR, Payroll, Finance, Information Technology, and external consultants to document requirements, evaluate solution options and design decisions, and confirm that recommendations support business and compliance needs.

• If the organization proceeds with a new platform, coordinate HRIS work streams for data cleansing, conversion, validation, testing, issue management, training support, cutover, and stabilization.
• Assess current Oracle and ADP processes and integrations, identify opportunities to simplify or standardize them, and help define the future‑state HRIS operating model.
• Build internal knowledge and team capability to administer and support current and future HR technology, reducing long‑term dependence on external consultants where practical.

• Oversee integrations among Oracle HCM, ADP payroll and timekeeping, benefits carriers, retirement and leave vendors, and other business platforms.

• Manage HRIS consultants, implementation partners, and third‑party service providers, including scope, deliverables, issue escalation, timelines, service quality, and knowledge transfer.

• Partner with technical teams and vendors to design, test, monitor, troubleshoot, and document inbound and outbound interfaces and file feeds.

• Review proposed system and integration changes for downstream impact, data integrity, security, and operational readiness before release.