HRIS Manager

LOCATION:

Any Spencer Fane Office Location (Hybrid or Remote Work-Environment)

Senior HR Manager, Total Rewards

Under general direction, the HRIS Manager is responsible for the administration, optimization, and ongoing support of the organization’s HR technology platforms. This role oversees system configuration, security and access management, data governance, integrations, reporting, and day‑to‑day system operations. The HRIS Manager ensures data integrity, drives user adoption, streamlines business processes, and enhances the employee experience through effective use of HR technology.

The HRIS Manager partners closely with Human Resources, Payroll, Finance, Information Technology, and other business stakeholders to identify process improvement opportunities, support system enhancements and integrations, and deliver scalable technology solutions. This role serves as a subject matter expert, translating business requirements into practical system solutions while ensuring alignment with organizational policies, compliance requirements, and strategic objectives.

At Spencer Fane, we carefully consider a wide range of factors when determining compensation, including but not limited to location, skillset, experience, training, licenses, certifications and other business or organizational needs. Compensation will be determined based on the above factors along with the requirements of the position. We expect the starting salary for this position to be between $95,000 and $129,500.

• Manage the daily administration of HR technology platforms, including system configuration, security roles, permissions, workflows, and troubleshooting.
• Maintain data integrity through audits, quality controls, and proactive monitoring of system performance and data accuracy.
• Develop, maintain, and document system procedures, workflows, standards, and operating guidelines.
• Oversee system releases, upgrades, and enhancements, including impact assessments, testing, deployment, and stakeholder communications.
• Manage system integrations and coordinate issue resolution with internal and external partners.

• Serve as the primary point of contact for HR systems support, providing assistance to HR staff, managers, and employees.
• Develop and deliver training programs, job aids, and user communications to support adoption and effective system utilization.
• Monitor support requests, identify recurring issues, and recommend system or process improvements.
• Promote a positive user experience through responsive support and continuous education.

• Collaborate with HR leadership and functional teams to ensure systems effectively support business processes across the employee lifecycle.
• Partner with Payroll and Finance to maintain accurate data flow, security controls, and system functionality supporting payroll, accounting, and compliance activities.
• Work closely with IT and third‑party vendors to support integrations, data management, system security, and technical troubleshooting.
• Act as the liaison between business stakeholders and technical teams to align business requirements with system capabilities and strategic objectives.

• Drive continuous improvement initiatives by modernizing workflows, automating manual processes, and identifying opportunities to increase operational efficiency.
• Translate business needs into system configurations, enhancements, and technical requirements.
• Lead or support HR technology projects, ensuring timely execution, stakeholder alignment, and successful implementation.
• Evaluate current processes and recommend solutions that improve scalability, accuracy, and user experience.

• Ensure HR systems and processes comply with organizational policies, data governance standards, and applicable federal, state, and local regulations.
• Support internal and external audits through accurate documentation, reporting, and controlled access management.
• Develop and maintain reports, dashboards, and analytics that provide meaningful insights…