HR Information Systems (HRIS) Manager

Do you enjoy finding smarter ways of working? Are you energized by technology, data, and continuous improvement? Can you see yourself leading a major HR systems transformation that will improve the employee experience and help leaders make better business decisions?

Do you like partnering with people across different functions to deliver meaningful change? Do you want to be in a role where you'll influence strategy, lead implementation projects, and optimize HR processes through technology? Would you enjoy being the bridge between HR, IT, Payroll, Finance, and business leaders to ensure systems deliver maximum value?

Our organization is looking for an HR Information Systems (HRIS) Manager to lead the selection, implementation, and ongoing management of our HRIS environment. In this role, you'll drive process improvements, enhance reporting and analytics, support a major system implementation, and build a team dedicated to the ongoing success of our HR technology landscape.

• HRIS Strategy & Governance
  • Leading the organization's HRIS strategy, roadmap, and governance framework to ensure alignment with business objectives and workforce priorities.
  • Serving as the primary HRIS subject matter expert and trusted advisor to HR, IT, Payroll, Finance, and business leaders.
  • Evaluating current HR processes and identifying opportunities to improve efficiency, automate activities, and enhance the employee experience.
  • Developing governance structures, standards, and policies that support an effective HR system management and employee data integrity.
  • Driving continuous improvement and optimization of HR technology solutions and processes.
• HRIS Selection, Implementation & Optimization
  • Leading HRIS vendor evaluations, requirements gathering, system selection activities, and contract discussions.
  • Defining business requirements and translating organizational needs into system specifications and functional solutions.
  • Managing full-cycle HRIS implementation projects, including timelines, budgets, risks, deliverables, and stakeholder engagement.
  • Coordinating with vendors, consultants, IT teams, and internal stakeholders to ensure successful project execution.
  • Leading system configuration, testing, validation, integration, and go-live activities.
  • Ensuring seamless integration between HRIS and related systems, including payroll, benefits, recruitment, learning, and finance platforms.
  • Leading post-implementation stabilization, optimization, and continuous enhancement initiatives.
  • Monitoring system performance, adoption, and effectiveness to maximize value and user experience.
• Organizational Readiness & Change Management
  • Leading organizational readiness and change management activities to support successful HRIS implementation and adoption.
  • Assessing stakeholder impacts and developing mitigation strategies to address risks and barriers to change.
  • Developing and executing communication, engagement, and adoption plans.
  • Preparing leaders, managers, HR teams, and employees for new systems, processes, and ways of working.
  • Designing and delivering training programs, user resources, and support materials.
  • Establishing and supporting super-user and champion networks across the organization.
• Data Management, Reporting & Analytics
  • Leading data migration, cleansing, validation, governance, and quality assurance activities.
  • Ensuring the accuracy, integrity, confidentiality, and compliance of HR data.
  • Developing and maintaining HR dashboards, reports, metrics, and analytics that support strategic and operational decision‑making.
  • Leveraging workforce data to provide actionable insights and support workforce planning and talent management initiatives.
  • Partnering with HR leaders and business stakeholders to improve data quality, optimize reporting capabilities, and enabling data‑driven decision‑making.
• Process Improvement
  • Evaluating and redesigning HR processes to align with system capabilities, organizational needs, and industry best practices.
  • Identifying opportunities to eliminate manual processes and improving end‑to‑end workflow efficiency.
  • Leading continuous improvement initiatives that enhance HR service delivery and operational…