HRIS Manager Job Springfield area,Illinois USA,IT/Tech

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Description

The HRIS Manager is responsible for the strategic management, administration, optimization, and continuous improvement of Human Resources information systems and workforce data operations. The position serves as the functional owner of HR technology and the focal point for HR data operations, providing direction for the systems, processes, staff, and controls necessary to maintain accurate, secure, and reliable HR information. The position serves as the primary liaison between Human Resources, Information Technology, system vendors, and institutional stakeholders and translates HR business requirements into effective technology and data solutions.

Examples

of Duties HRIS & TECHNOLOGY MANAGEMENT - 30%

Serve as the functional owner and subject matter expert for Human Resources information systems, applications, and related enterprise technology solutions.

Define, prioritize, and oversee HR technology needs and objectives in alignment with HR and institutional strategic priorities.

Administer, configure, maintain, and optimize HR technology applications, including system security, user roles, workflows, organizational structures, position data, reporting relationships, and other system configurations.

Coordinate system enhancements, upgrades, integrations, testing, implementations, and new functionality, ensuring solutions meet business requirements and operational needs.

Partner with Information Technology, vendors, and institutional stakeholders to troubleshoot and resolve complex system issues, identify root causes, and implement sustainable solutions.

Evaluate existing and emerging HR technologies and make recommendations regarding system capabilities, functionality, integrations, automation, and technology investments.

Develop and maintain system documentation, technical procedures, configuration documentation, business requirements, and user guides.

Establish and maintain processes to ensure HR technology systems support regulatory requirements, institutional policies, data security, business continuity, and operational effectiveness.

Lead or participate in institutional HR technology projects, implementations, system conversions, integrations, and other strategic technology initiatives.

WORKFORCE DATA, REPORTING & BUSINESS INTELLIGENCE - 20%

Direct the development, maintenance, and distribution of complex operational, management, compliance, and executive-level HR reports.

Develop and maintain interactive dashboards, workforce metrics, and business intelligence solutions that provide HR leadership and institutional decision-makers with actionable workforce information.

Extract, integrate, analyze, validate, and interpret workforce data from multiple enterprise systems and data sources.

Develop and maintain reporting solutions using enterprise reporting and data analysis platforms, including SQL-based reporting tools, Business Intelligence platforms, Microsoft Access, Microsoft Excel, and other reporting applications.

Utilize advanced data analysis and modeling techniques, including Power Query, Power Pivot, complex formulas, pivot tables, lookup functions, data modeling, and related analytical tools.

Develop recurring executive and business-unit dashboards supporting workforce planning, recruitment, retention, turnover, compensation, diversity, compliance, and other strategic HR initiatives.

Establish data validation and quality assurance processes to ensure the accuracy, consistency, completeness, and reliability of workforce reporting.

Manage and coordinate responses to FOIA requests, regulatory and compliance reporting, audits, institutional data requests, and other requests requiring the extraction, analysis, interpretation, or presentation of HR data.

Translate complex workforce data into meaningful information and recommendations that support strategic decision-making and organizational planning.

HR PROCESS IMPROVEMENT, AUTOMATION & PROJECT MANAGEMENT - 20%

Analyze HR business processes, workflows, and service delivery models to identify opportunities to improve efficiency, scalability, customer service, data quality, and operational effectiveness.

Lead the design, development, implementation, and maintenance of automated HR workflows, electronic forms, approval processes, notifications, and other technology-enabled solutions.

Utilize workflow automation and business process management platforms, including Smartsheet and other applicable technologies, to reduce manual processes and improve transaction accuracy and timeliness.

Partner with HR leadership and functional teams to redesign business processes and translate operational requirements into sustainable technology solutions.

Identify opportunities to integrate HR systems and eliminate redundant, disconnected, or manual processes.

Research emerging technologies, automation capabilities, artificial intelligence,…