HRIS Manager

The HRIS Manager serves as the HR functional lead for the delivery and ongoing support of the company’s Human Resources Information System, with primary focus on the Workday HCM platform. This role ensures systems support compliance, operational efficiency, and a positive associate experience, enabling HR teams to deliver core people programs effectively. Serving as the primary liaison between HR, IT, and external vendors, the HRIS Manager ensures configurations are designed, tested, and delivered in alignment with business requirements and established standards.

As the subject matter expert, this role is accountable for HRIS outcomes, system adoption, and effective delivery of HR-facing functionality.
This position may be based in either our Kansas City, Missouri or Wichita, Kansas office.

• Leads HRIS execution and system readiness for large-scale annual HR programs.
• Serves as the primary liaison between HR, IT, and external vendors to translate business and HR requirements into system designs and oversee configuration and implementation.
• Owns internal HR system testing coordination, launch, and execution for programs such as:
• Annual merit and bonus cycles
• Compensation and total rewards statements
• Open enrollment setup, launch, and close
• Benefits carrier file feeds and eligibility processing
• Performance Management
• Partners with Compensation, Benefits, Payroll, and HR leadership to ensure accurate system setup, smooth execution, and timely delivery.
• Identifies opportunities to improve cycle efficiency, reduce manual effort, and enhance associate experience through system enhancements.

• In partnership with IT, provides direction for how HR systems are used and evolved, with Workday as the core HCM platform, to support HR programs and business needs.
• For the HR function, identifies opportunities for automation, scalability, and enhanced system capabilities. Working with IT and external vendors to enact change.
• Serves as the primary HR lead supporting HRIS design standards, ensuring system configurations and solutions meet business requirements.
• Proactively brings forward recommendations and business cases to HR leadership on new functionality and system enhancements.
• Develops and documents HRIS processes and procedures to support scalable operations, including defining Tier 1, Tier 2, and Tier 3 request categories.
• Works to establish intake, prioritization, and escalation guidelines for HRIS requests to support consistent service delivery and scalable HRIS operations.

• Partners with external vendors and IT to oversee Workday configuration, security roles, business processes, workflows, and integrations for the HR function.
• Reviews and validates vendor-delivered configurations, testing results, and releases to ensure solutions meet business requirements and desired design standards.
• Stays informed on Workday releases and feature updates, evaluating potential impacts and opportunities for the business and working with IT Leadership on adoption strategy.
• Enhances the associate and manager experience through self-service functionality, streamlined workflows, and automation.

• In partnership with HR Business Partners, leads HR data management practices within Workday, ensuring data accuracy, consistency, and appropriate governance across the system. Establishes standards and controls for HR data entry, maintenance, audits, and corrections.
• Partners with HR, Payroll, Finance, and IT to resolve data issues and improve data quality across integrated systems.
• Ensures HRIS data supports reliable reporting, analytics, compliance, and downstream processes.
• For the HR function, defines data, standards and best practices to support consistent execution as HRIS intake scales.

• Responsible for HR data reporting, ensuring availability of accurate, timely data to support HR and business decision-making.
• Manages work prioritization to ensure delivery of HRIS insights and requests.
• Manages reporting for regulatory and compliance requirements (e.g., AAP, EEO, ACA).
• Partners with HR functions to define reporting needs and…