The Role

With a focus on our Core Values of Integrity, Internally Driven, Fun and Respect, the Human Resource Information Systems (HRIS) Senior Manager will be responsible for overseeing the company’s human resource information system, including system configuration, technical and operational functions, and security maintenance. They will lead the design, development & deployment of business processes utilizing new/existing technologies. The HRIS Senior Manager is responsible for ensuring that technology solutions are aligned with HR and leadership’s long-term strategy. They will create & implement strategies and provide leadership for HR operations and HRIS. The position will also be responsible for partnering with HR leaders for system requirements, process analysis & optimization, solution design, system configuration and data modeling. The HRIS Senior Manager will evaluate current processes, look for areas to improve, and drive solutions to lead best practices within the HRIS while prioritizing data integrity.

What You’ll Be Doing

• Demonstrate commitment and behavior aligned with the philosophy, mission, values and vision of the company.
• Oversees the design, deployment, and management of various HR systems. Help to build and execute a technology roadmap that balances the strategic and operational needs of HR.
• Acts as system administrator, along with other members of the HRIS team, for UKG HRIS: configuration, business processes, security, notifications, data entry and integrity, employee self-service, auditing and data quality management, and creation and maintenance of data feeds.
• Partners with the HR leadership, and other stakeholders to understand business processes and needs in order to develop strategic technology goals to support HR operations.
• Manage HRIS Projects and HRIS staff to achieve HR department goals and objectives that require systems and technology related support.
• Overseeing the implementation of new HRIS projects to ensure that they are completed according to schedule and within budget parameters. Responsible for providing recommendations for changes pertaining to the HRIS and overseeing change management.
• Provides leadership, strategic and operational direction, HR system expertise, and champions the resolution of issues and solution delivery.
• Provides input into development of annual goals, budgets, and initiatives for the HRIS team that align with the Company’s vision and long-term strategy.
• Continually streamlines HR business processes through use of technology and proactively works to improve reporting and delivery processes considering all available technologies.
• Compile reports, analyze and synthesize data in order to communicate key HR metrics to various corporate departments and stakeholders.
• Work closely with other leaders to ensure compliance with all regulatory reporting.
• Monitor federal and state regulatory changes and their impact to HR systems. Ensures advance controls and audits are in place for data integrity, compliance with federal, state and corporate regulations.
• Manage the relationship between the HRIS vendors and the organizations
• Ensure the integrity of internal database files, tables and reports.
• Performs other duties as assigned

Great Things To Have

• Thorough knowledge of MS Excel, Word and Powerpoint.
• Working knowledge of functional human resources administration and basic principles of general human resources and payroll, reporting methods and procedures.
• Knowledge of data collection, analysis, data presentation and project management.
• Strong understanding of database design and database management tools.
• Ability to quickly react and adapt to changing priorities
• Driven self-starter with a strong attention to detail and ability to operate autonomously
• Has a mindset of continuous improvement
• Exceptional analytical and problem-solving skills.
• Strong organizational skills with the ability to multi-task, maintain productivity and effectiveness in a fast-changing environment with sometimes conflicting priorities; able to prioritize workloads and resources to meet deadlines.

What We Look For

• A Bachelor’s Degree or equivalent experience in Business Administration, Human Resources or related field.
• Minimum of 5 years hands on experience in HRIS end user design, practices, methods and programs.
• Experience leading at least one HRIS implementation from design to launch
• Hands-on experience with UKG, Ultipro, or other HRIS Systems
• Experience with ERP’s (Enterprise Resource Planning systems) and HRIS integrations.
• Experience writing reports in HRIS reporting modules (Cognos Business Intelligence preferred).
• Prior leadership experience with managing a team.
• SHRM-CP certification preferred or willing to obtain within a year of hire.

Physical Requirements

• Ability to lift up to 20 lbs. as necessary.
• Must be able to remain in a stationary position at least 50% of the time.
• Occasionally move throughout office environment.
• Continually observe information/data both on paper and electronically at a close range/distance.
• Continually operate computer and other electronic office equipment.

The Company does not discriminate, in accordance with applicable local, state and federal law, against any qualified employee or applicant for reasons of race, color, creed, religion, age, marital status, veteran's status, nation origin, ancestry, citizenship, physical or mental disability, sex, sexual orientation, arrest record, conviction record, membership in the national guard, state defense force or any other reserve component of the military forces of the United States or this State, use or nonuse of lawful products off the Company's premises during nonworking hours or other protected status as legally required, where the Company does business.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)