Sr Manager, HRIS

Our Story

J.Crew gets you dressed every day, for every occasion. Since 1983, we’ve been creating classics that feel familiar and refreshingly new, crafted with unbeatable quality and distinctive point of view—it’s no wonder we’ve been in your closet for four decades and counting. Today, we continue to do the classics our way, inspiring not only how you shop but how you define your personal style.

Our commitment runs deeper than just making great clothes—we’re proud of our role in getting you dressed with confidence, character, and celebrating a distinctly American sensibility that makes us who we are. Our dedication to Diversity, Equity, Belonging & Sustainability has been celebrated with industry recognition, reflecting our commitment to fostering an inclusive and sustainable workplace.

The Sr. Manager, HRIS is a key member of the HR Technology team, owning configuration strategy and delivery across J.Crew Group's core HCM modules — HCM Core, Recruiting, Onboarding, Security, and Payroll. This role partners cross-functionally to ensure Workday meets the strategic and operational needs of the organization by optimizing functionality, streamlining configuration, and supporting enhancements across the associate lifecycle. In this role, you will drive continuous improvement by recognizing the needs of HR and the business, identifying gaps and potential fits, and managing the creative solutioning and delivery.

A successful Sr. Manager will foster strong collaboration between HRIS and HR teams, proactively identifying and addressing cross‑functional impacts of any design or configuration changes. The ideal candidate has a deep understanding of Workday's cross‑functional complexities, security configurations, and best practices with a non‑negotiable requirement for Workday Security depth.

HCM Core & Lifecycle Own configuration strategy, enhancements, and maintenance for HCM Core Own HCM lifecycle business process configuration Serve as the escalation point for complex system issues across HCM, Recruiting, Onboarding, Security, and Payroll including diagnose, troubleshoot, and resolve complex system issues for functional owners and end users Translate business requirements into technical requirements and Workday solutions, treating every challenge as an opportunity for improvement and efficiency Deploy creative solutioning to bridge gaps between business needs and system capabilities Partner with HR and IT leaders to identify continuous improvement opportunities and develop long-term, scalable solutions Lead semi-annual Workday release review for HCM, Recruiting, Onboarding, Security, and Payroll Act as an active member of the Workday community by staying ahead of updates, fixes, and resolutions and making recommendations for continuous improvement Partner with IT on integration requirements, data mapping, and UAT for all owned modules Security Own Workday Security end-to-end — role design, provisioning, SOX access audits, and segregation of duties Ensure security configurations support compliance requirements and are audit‑ready at all times Partner with IT and Legal on access governance, data privacy, and SOX‑related security reviews Recruiting, Onboarding, & Payroll Own Recruiting, Onboarding, & Payroll business process configuration Partner with the Mgr Workday Reporting & TA leaders on recruiting metrics direction to ensure data is captured in Workday to support meaningful reporting Support the evaluation of current recruiting tools for opportunities to enhance how data is surfaced, including AI‑powered capabilities, People Analytics features, and emerging Workday functionality Lead the end‑to‑end technical configuration of Workday Payroll,…