HRIS Manager

• Bachelor's degree in Human Resources, Information Systems, Computer Science, Business Administration, or a related field, or equivalent practical experience.
• 5+ years of hands-on experience configuring and administering an HRIS platform (e.g., UKG, Workday, ADP, SAP SuccessFactors).
• Demonstrated expertise in system configuration: business process design, workflow rules, security roles, and field-level configuration.
• Strong track record managing data integrity, audits, and compliance within an HR technology platform.
• Experience building or maintaining system integrations and understanding of API-based data exchange.
• Solid understanding of core HR operations and processes (hire-to-retire, benefits, payroll) sufficient to translate business needs into system design.
• High attention to detail and comfort owning outcomes independently, without a team to delegate to.
• Strong written communication skills for documentation, and the ability to explain technical concepts to non-technical stakeholders.

The HRIS Manager owns the configuration, integrity, and performance of the organization's HR technology platform. This role is the subject-matter expert on how the system is built and how data moves through it — from field-level configuration and business rules to integrations, reporting, and audit-ready data governance. Rather than managing a team, the HRIS Manager manages the system: translating HR and business requirements into reliable, well-documented configuration, and ensuring the data entering and leaving the platform is accurate, secure, and trustworthy. This is a hands-on, highly technical role for someone who wants to be the deepest expert in how the HRIS actually works.

• Serve as the primary system administrator for the organization's HRIS platform (e.g., UKG, Workday), owning configuration of business processes, security roles, workflows, and field-level rules.
• Build, test, and deploy system changes — new modules, workflow logic, forms, and business rules — with minimal disruption to production.
• Manage system upgrades, patches, and vendor releases, including regression testing and coordination of user acceptance testing (UAT).
• Maintain security roles and permission structures to ensure appropriate, least-privilege access to sensitive HR data.

• Own end-to-end data governance for the HRIS: define and enforce data standards, validation rules, and audit controls to ensure accuracy and consistency.
• Monitor data flowing into and out of the platform, including new hires, changes, terminations, and interfaces with payroll, benefits, and third-party systems.
• Investigate and resolve data discrepancies at the source, partnering with HR, Payroll, and IT to correct root causes rather than symptoms.
• Perform regular data audits and reconciliations to confirm compliance with legal, regulatory, and internal policy requirements.

• Build and maintain system integrations and APIs connecting the HRIS to payroll, benefits carriers, ATS, and other downstream systems.
• Design and maintain advanced reports, dashboards, and analytics that give HR and business leaders reliable, self-service access to workforce data.
• Troubleshoot integration failures and data feed errors, working with vendors and internal IT as needed to restore service.

• Serve as the go-to HRIS resource for the HR team and campus/site leaders for day-to-day system needs, questions, and troubleshooting.
• Build ad hoc and recurring reports for HR, campus leadership, and other stakeholders to support headcount, compliance, and operational decision-making.
• Help design and refine HR business processes (e.g., onboarding, transfers, terminations, approvals) within the system to reduce manual work and errors.
• Provide day-to-day configuration support for open enrollment, performance cycles, and other recurring HR events.
• Respond to routine data pulls and requests from campus and HR staff, balancing quick turnaround with data accuracy and security.

• Partner with HR, Payroll, IT, and other stakeholders to translate business requirements into scalable system configuration.
• Document system configuration, data flows, and standard operating procedures to support auditability and knowledge continuity.
• Identify opportunities to automate manual processes and eliminate redundant or error-prone data entry.
• Manage vendor relationships and system contracts, including evaluating new modules, tools, and technology solutions.
• Act as a technical resource and escalation point for HRIS end users, without formal supervisory responsibility.

• Direct configuration experience with UKG and/or Workday, including certifications where applicable.
• Working knowledge of data integration tools, middleware, and REST/SOAP APIs.
• Familiarity with SQL or other query tools for data validation and troubleshooting.
• Knowledge of HR compliance, data privacy, and data security best practices 
• Advanced proficiency in Excel, Power BI, or other reporting and analytics tools.