What Does An HRIS Manager Do?

WHAT DOES AN HRIS MANAGER DO?

Updated: Oct 21, 2025 - The HRIS Manager serves as the primary resource for all HCM modules and integrations, overseeing system configuration, implementation, reporting, troubleshooting, and training. This role involves developing and maintaining data reporting systems, ensuring system security and compliance with U.S. and international regulations, and leading system-related initiatives such as upgrades, user acceptance testing, and process enhancements. The Manager also collaborates with HR, IT, Payroll, and other stakeholders to optimize technology solutions, support business decisions, and build, lead, and grow an effective HRIS team.

A Review of Professional Skills and Functions for HRIS Manager

1. HRIS Manager Roles and Details

HRIS Management: Maintain HRIS with timely data table updates, configuration changes, and role setups.
Workflow Management: Evaluate, create, and monitor HR workflows and business processes within the HRIS.
Payroll Supervision: Act as Assistant Payroll Manager as needed by supervising Payroll Specialists and processing full-cycle bi-weekly payroll.
System Administration: Assist the Manager as Systems Administrator for all HRIS.
Data Integrity: Ensure data accuracy and integrity by performing system audits and analyzing data.
Reporting: Create, maintain, and support reports, queries, and alerts within the HRIS or Excel.
Collaboration: Collaborate with IT and HR to coordinate HRMS modifications.
Problem Solving: Research and resolve HRIS problems, unexpected results, or process flaws.
Task Execution: Perform scheduled activities.
Solution Development: Recommend solutions or alternatives to meet requirements.
Process Improvement: Recommend process and customer service improvements and propose innovative solutions related to HRIS.

2. HRIS Manager Key Accountabilities

Data Integrity: Develop and maintain data integrity.
Data Management: Establish a structure and define data elements.
Organizational Hierarchy: Refine and maintain the organizational hierarchy.
Module Implementation: Implement new and refine existing Dayforce modules.
Testing and Transition: Conduct full implementation testing and ensure a timely transition to production.
Version Management: Test and roll out all Dayforce versions.
Data Uploads: Upload data such as pay, deductions, or other employee-specific information.
Interface Development: Write and implement inbound and outbound interface scripts to ensure data passes quickly, efficiently, and accurately.
Reporting: Write and publish reports and dashboard modules.
Payroll and Benefits Support: Support the Payroll and Benefits team with data flow, onboarding hospital integrations, and payroll processing support services.
Technical Support: Troubleshoot, provide training, and deliver technical support, including password resets.

3. HRIS Manager General Responsibilities

System Ownership: Take overall ownership for the ongoing design, optimization, and maintenance of the Workday Human Resources Information System.
Change Management: Facilitate change management, including system training, to ensure the organization is effectively utilizing the system.
Documentation: Ensure up-to-date documentation of system functions, processes, and capabilities.
Process Improvement: Recommend changes to business processes and workflows to improve the delivery of HR services across the organization.
Continuous Learning: Develop and promote continuous learning within the human resources community.
Consultative Partnership: Serve as a consultative partner to business and functional leaders to continuously improve service delivery.
Governance: Contribute to governance processes, roadmapping exercises, and cross-functional resource planning.
Feature Deployment: Drive the deployment of feature releases and system maintenance.
System Evaluation: Evaluate system utilization and identify system modifications and enhancements.
Systems Support: Ensure efficient day-to-day systems support with a focus on providing simplified tools for users.
Data Governance: Support accountability for data governance, security, and compliance.

4. HRIS Manager Role Purpose

HRIS Expertise: Function as the subject matter expert for all aspects of HRIS, and ensure security, accuracy, and integrity of HRIS data.
Process Improvement: Identify opportunities for enhanced system usage and process improvement.
Benefits Management: Manage the benefits team and oversee the benefits enrollment process.
Payroll Management: Manage the payroll team and oversee the payroll process.
Issue Resolution: Troubleshoot, research, and resolve HRIS-related questions and issues.
Reporting: Create and maintain custom reports and dashboards.
Personnel Actions: Validate and approve personnel change actions in the HRIS system.
Role Management: Create and edit organizational roles in the HRIS system.
Data Entry: Perform accurate and timely entry of job, salary, and personal data.
Data Analysis: Analyze and resolve data discrepancies.
Training Support: Assist in developing training plans and materials to educate team members on system functionality and reporting capabilities.
Payroll Support: Support full-cycle payroll, including time record review, system entry, reporting, and transmission to third parties.
Audit Analysis: Analyze pre- and post-payroll audit reports.
Safety Compliance: Adhere to company safety standards and promote a safe working environment.

5. HRIS Manager Essential Functions

Team Management: Manage a team of HRIS Analysts.
Issue Resolution: Triage, diagnose, and assign/resolve issues originating from end-users, business process events, and other sources.
Global Collaboration: Collaborate with global teams to ensure that Workday features and functionality continue to support business needs.
Team Leadership: Lead HRIS team efforts by identifying configuration options and removing roadblocks.
Documentation: Create and maintain end-user and training documentation.
Training: Participate in training activities for Talent team members and end-users.
Change Management: Maintain proper change management documentation to satisfy internal and external audit controls and compliance practices.
Data Security: Handle sensitive data with care and ensure all necessary security measures are in place.
System Upgrades: Prepare for and support bi-annual upgrades and annual HCM processes, including performance, compensation, and open enrollment.
Community Engagement: Participate actively in the Workday Community, propose and advocate for improvements, and build a peer network to share best practices.
Feature Adoption: Proactively monitor new Workday features and recommend adoption plans.

6. HRIS Manager Additional Details

Project Leadership: Lead the HRIS team in managing multiple projects and initiatives involving HR systems.
Technology Roadmap: Plan and execute the HR technology roadmap to drive automation and process efficiency.
Systems Coordination: Plan, drive, and coordinate HR systems activities, including prioritization of change requests and enhancements.
Stakeholder Collaboration: Work in partnership with key stakeholders, including HR, IT, and other relevant teams, for the implementation of SuccessFactors.
COE Partnership: Partner and collaborate with the various HR Centres of Excellence (COEs) on business requirements to achieve efficient business operations and an optimal end-user experience.
Testing: Review and perform regression testing of business procedures and workflows in SuccessFactors.
Process Analysis: Conduct business process needs analysis and process harmonisation workshops to align on a common set of requirements.
Change Management: Support change management activities to ensure a smooth transition to new systems and processes.
System Support: Provide support, including troubleshooting, system re-configuration, and adjustments.
Compliance: Ensure compliance and alignment of internal processes.

7. HRIS Manager Roles

Data Reporting: Partner with HR leadership to understand key priorities and identify ways to share data through dashboards and regularly updated reports for ongoing managerial needs.
Report Design: Design and provide organizational reports, both ad hoc and standard, to ensure business leaders have the information necessary to drive sound decisions.
Data Analytics: Collaborate within the HR Operations team and with other departments to provide HR data analytics and contribute to process improvements.
HRIS Leadership: Provide direction and leadership of the HRIS function to ensure the team is aligned on key initiatives, meets deadlines, and communicates regularly with business partners.
Documentation: Develop and maintain standard operating procedure documentation for HR systems and operational processes.
Workflow Evaluation: Evaluate the processing and workflow of the team to drive efficiencies both within the team and across the organization.
Systems Management: Manage all HR systems to ensure they meet company needs and are integrated and accessible via a data warehouse.
System Improvement: Ensure data integrity, implement system upgrades effectively, identify gaps, and make recommendations for improvement.
Vendor Management: Partner with external vendors to ensure data integrations are accurate, timely, and efficient.
Practice Evaluation: Evaluate current practices and methods for reporting and analyzing data, and research trends, patterns, best practices, and issues to provide expertise.

8. HRIS Manager Tasks

Project Management: Responsible for project management in coordination with IT for global HRIS initiatives, including determining project scope, defining business requirements, identifying key deliverables, designing project plans, identifying contingencies, resources, and timelines, and executing the plan to achieve deliverables within budget and timeline.
System Management: Work with the third-party administrator to lead overall business system management.
Implementation Support: Ensure the successful implementation of new functionality, patch testing, system upgrades, and troubleshooting of system issues in the global Oracle eBS HRIS.
Risk Mitigation: Ensure test plans are in place and risks are mitigated to the extent possible.
Data Governance: Lead the Data Governance global team and manage the global project for Data Standardization.
Data Integrity: Ensure data integrity in all HR systems and integration files, and conduct periodic audits to ensure global data quality.
System Advocacy: Serve as champion of global HRIS systems (Oracle and SAP).
Regional Support: Gain and maintain support of regional leads in incorporating system maintenance into their day-to-day business routines.

9. HRIS Manager Details and Accountabilities

HRIS Implementation: Implement a new HRIS while maintaining and facilitating operations to meet current and future business needs.
Training Support: Collaborate with the team to assist with training on the new HRIS platform.
Functional Analysis: Analyze and direct all functionally related activities within the scope of the HRIS.
Team Leadership: Lead the HRIS cross-functional team in managing the day-to-day activities to support a range of departments.
Operations Management: Utilize HRIS operations, including the development of policies, practices, processes, and standards.
Data Reporting: Assess data, prepare, and analyze reports for key stakeholders.
Planning and Forecasting: Plan, budget, and forecast HRIS needs and applications.
Team Participation: Actively participate in the Total Rewards and Operations team to deliver world-class outcomes to programs and projects.
Stakeholder Collaboration: Work side by side with a variety of stakeholders inside and outside the People Team.

10. HRIS Manager Overview

HRIS Strategy: Champion HRIS strategy and ensure adherence by the team to the roadmap and deliverables.
Team Management: Manage a team of two HRIS analysts.
Business Partnership: Liaise with business partners to drive improvements across HCM, Benefits, Finance, Learning, Payroll, and other functions.
Data Security: Adhere to, and ensure the team adheres to, strict security protocols around user data.
User Testing: Drive end-user testing for HRIS special projects that involve implementing new functionality for end-users, as assigned by HRIS Management.
Process Refinement: Review tasks and seek opportunities to refine processes in conjunction with the HRIS roadmap and leadership.
Training: Train new and existing HRIS users on system functionality and processes.
System Deficiency Management: Identify and document system deficiencies and recommend solutions.
Issue Escalation: Serve as the first point of escalation for troubleshooting HRIS issues sent by the help desk, HR, and end-users.
System Updates: Coordinate with the HR management team in implementing updates and new features.
Documentation: Create training manuals, user guides, and documentation of HR business processes.
Project Coordination: Assist in enforcing project deadlines and schedules.

11. HRIS Manager Job Description

System Implementation: Implement and support SAP SuccessFactors modules (Recruitment, Employee Central, L&D, Payroll, Incentives, etc.) to enhance business functionality and performance.
Design and Training: Lead the technical and functional design, support, documentation, and training for multiple integrated systems through SAP SuccessFactors modules.
Requirements Gathering: Lead workshops to collect business requirements and translate them into system requirements.
Issue Resolution: Identify gaps, issues, and workaround solutions.
Integration Management: Provide technical stewardship of end-to-end integration solutions between SAP SuccessFactors and other SAP and non-SAP systems.
Testing: Lead the testing process by developing and maintaining test scripts and scenarios to discover errors and issues in business processes, documentation, or user experience.
Application Support: Assist in application support, system testing, and training of end users.
Project Support: Assist with other HR-related projects.

12. HRIS Manager Functions

System Design: Review HRIS system design and configuration for system modifications to improve business processes.
Capability Recommendations: Provide HRIS capability options and recommendations to HR leadership to support the needs of the full candidate life cycle with immediate impact on talent attraction and engagement.
Process Automation: Present recommendations on how best to automate manual HR processes through the lens of OFCCP regulations.
HR Partnership: Partner with various HR functions to understand current and future business processes and help shape technology for more effective support of HR operations.
Problem Solving: Identify project or process problems and shortfalls and propose solutions.
Information Gathering: Collect the necessary information required to start projects.
Project Documentation: Prepare, review, and maintain project documentation, communications, and reports.
Project Tracking: Track, forecast, and report on project progress, including metrics and challenges.
System Testing: Develop system test plans and conduct unit and system testing.
End-User Training: Train end-users or internal clients regarding processes and system functionality.

13. HRIS Manager Accountabilities

Employee Lifecycle Management: Manage the employee life cycle from onboarding to off-boarding in the regional warehouse.
Policy Implementation: Support implementation of corporate-wide policies, procedures, systems, and initiatives.
Employee Relations: Provide coaching, direction, and counsel to the site business leadership team, as well as all levels of employees, to proactively anticipate, prevent, and resolve a wide range of HR issues.
Program Management: Program management in areas including employee performance, annual compensation review, manager and employee development, and succession planning.
Training: Provide individual and group training on a variety of HR tools, policies, and procedures, management training, and other topics.
Recruitment Support: Partner with hiring managers to support the full cycle of the recruiting process.
Stakeholder Communication: Communicate effectively and manage Workday project stakeholders across multiple levels of the organization.
HRIS Strategy: Be responsible for the development of the overall global HRIS and other enabling technology strategic vision to achieve best-in-class performance.
HR Support: Answer and assist field offices with general HR questions and requests.
Reporting: Assist with time card collection and ad hoc HR reports.

14. HRIS Manager Job Summary

Team Management: Manage the team responsible for end-to-end operational delivery of employee life cycle events and transactions, including the administration of HR programs within the SAP HCM system.
Technical Support: Provide technical support, troubleshooting, and guidance to HR employees.
Training Development: Conduct training by developing user procedures, guidelines, and documentation.
Process Training: Train clients on new processes and functionality.
System Management: Manage and test system upgrades and enhancements, configuration changes, reports, and integrations, including functional analysis and regression testing.
Stakeholder Liaison: Serve as lead representative and liaison between HR, Information Services, Payroll, and other stakeholders for HCM design, daily functional support, and other HR and business projects.
HRIS Roadmap: Develop and champion the HRIS roadmap to meet business needs.
Process Refinement: Review tasks and seek opportunities to refine processes in conjunction with the HRIS roadmap.
Customer Satisfaction: Monitor customer satisfaction and create SLAs for service expectation performance.
Compliance: Support SOX and compliance requirements and define operating procedures.

15. HRIS Manager Responsibilities

Team Leadership: Lead, coach, and manage the HRIS team.
HRIS Partnership: Serve as the HRIS partner supporting the Time and Absence domains in Workday.
Consultation: Consult and collaborate with HR and Business Leaders to provide functional and technical solutions to business-critical needs.
System Configuration: Design and maintain system configuration, business processes, and reports/analytics.
Problem Resolution: Research and resolve data problems, unexpected results, or process flaws, and recommend solutions to the global HRIS function.
Training Development: Develop training aids and methodology for the adoption of new enhancements/functionality from releases (upgrades) and deliver training for HR leads and HRIS team members.
Subject Matter Expertise: Act as subject matter expert on HR processes and systems functionality.
System Consistency: Ensure systems focus on global consistency, scalability, and data accuracy.
Workday Solutions: Be responsible for the design, development, and implementation of Workday solutions to meet global business requirements and serve as the Workday subject matter expert in the organization.
Mentorship: Lead and mentor Workday team members.

16. HRIS Manager Details

System Oversight: Oversee and maintain the optimal function of the primary HR and Payroll system, ADP Workforce Now, including security, workflows, Self-Service, table setup, configuration, maintenance, and upgrades.
HR Systems Management: Oversee and maintain the optimal function of all other HR systems, including Applicant Tracking Systems, Learning Management Systems, and Case Management Systems.
Vendor File Management: Ensure that benefit vendor files are created and distributed according to exact specifications.
Data Integrity: Oversee and maintain internal database files, tables, and backup files, and identify areas where data integrity can be enhanced.
Reporting: Support the HR function with report generation, including performance, payroll, pay, benefit, and other relevant HR-related data, including complex data report requests, summaries, and audit-related items.
Feature Testing: Ensure that new features, functionalities, and upgrades are tested prior to implementation in production environments.
Technical Support: Provide technical support, troubleshooting, and guidance to HR associates.
Stakeholder Liaison: Serve as liaison between HR, Enterprise Effectiveness (IT), external vendors, and other stakeholders for HR implementation projects.
HR Technology Support: Provide support for HR Technology, including researching and resolving HRIS problems, unexpected results, and/or process flaws.

17. HRIS Manager Duties

Strategic Consultation: Provide strategic consultation and recommendations in the development and automation of HRIS systems and data architecture to improve the user experience, maximize productivity, and support company goals.
Stakeholder Liaison: Act as the liaison between HR, Payroll, Finance, IT, external vendors, and other stakeholders for HRIS systems to meet the human capital technology needs of the organization.
System Administration: Oversee the regular day-to-day administrative tasks of setup, training, maintenance, and upgrades of the HRIS system, and lead projects focused on continuous improvement.
Reporting: Be responsible for all HRIS reporting and the development of dashboards for reporting key metrics.
Compliance Reporting: Collect necessary data for EEO-1 reporting.
Documentation: Design manuals, SOPs, best practices, and document all critical procedures in collaboration with business partners.
Data Integrity: Maintain data integrity in the HRIS systems.
Onboarding Automation: Automate new hire onboarding and offboarding, and develop a company-wide rollout strategy.
Data Change Automation: Automate employee data changes and develop a company-wide rollout strategy.

18. HRIS Manager Responsibilities and Key Tasks

Module Maintenance: Maintain existing modules and related business processes.
Module Implementation: Implement new HR modules and new functionalities as agreed with the Head of HR and Ops management, e.g., Performance Management, L&D, etc.
Process Management: Drive HRIS aspects of key annual processes.
Payroll Support: Ensure a seamless monthly payroll interface run for "live" territories and support local users with technical queries.
Global Payroll Implementation: Drive the implementation of the global payroll model in new territories, including relevant configuration.
Data Analytics: Work closely with senior management to understand their needs and recommend appropriate HR data analytics solutions that will support strategic decisions.
Stakeholder Collaboration: Build trusted relationships across the international HR team and other key stakeholders, understand their needs, and advise on how to leverage HRIS to gain efficiencies and reach a seamless HRIS experience.
Reporting Support: Assist with the development of reporting and dashboards.
Dashboard Management: Build and/or maintain system dashboards to the specifications and needs of the business.
System Testing: Perform system testing to validate the accuracy of data and customizations.

19. HRIS Manager Duties and Roles

Help Desk Support: Work directly with worksite managers and employees to respond to and resolve help desk inquiries.
Request Tracking: Track and report on the overall quantity and type of help desk requests and resolutions.
Issue Resolution: Identify and report findings of end-user needs and issues, and initiate efforts and procedures to maintain data integrity, troubleshoot, and recommend solutions.
Request Categorization: Collect detailed information to categorize requests to determine the method of resolution.
Problem Solving: Use discretion to effect a timely solution of problems to ensure customer satisfaction and eliminate downtime.
User Feedback: Solicit feedback and identify the overall needs of HRIS end users.
Testing Support: Assist in the testing of new reports, processes, etc., and provide testing results to appropriate parties.
Payroll Support: Support the Payroll Department to ensure accurate and efficient client payroll.
System Administration: Manage and administer the Learning and Performance Management System, Applicant Tracking System, and all other components of the HR Information System.
Workflow Automation: Oversee workflow automation tools that support HR program and service requests, such as security role modifications, system configurations, and semi-annual processing tasks.

20. HRIS Manager Roles and Responsibilities

Service Management: Ensure the HRIS Specialist team meets all service-level agreements and pay period-end deadlines.
Skill Development: Engage in HRIS Specialist technical skill development, working toward significant levels of general and specific expertise.
Data Integrity: Confirm the accuracy and integrity of data through audits, query generation, and coordinate data cleanup.
Reporting: Generate reports and queries, including writing, maintaining, and supporting a variety of reports or queries utilizing appropriate reporting tools.
Standard Reports: Assist in the development of standard reports for ongoing customer needs.
Process Management: Manage the development, administration, maintenance, and modification of HRIS processes and procedures.
Training Programs: Develop and lead HRIS training programs and create training materials.
Process Improvement: Analyze needs and make recommendations for system and process improvements.
Vendor Management: Work with outside vendors to ensure data integrity and quality of services.
Problem Analysis: Analyze problems, determine approaches, compile and analyze data, and prepare reports and recommendations.
Process Automation: Understand numerous Human Resources interrelated processes to drive improvements and automation to increase quality, experience, and effectiveness.

21. HRIS Manager Roles and Details

Data Quality: Responsible for checking HR data quality and guiding HR users to improve accuracy.
Report Design: Responsible for BI report design based on the HR team's needs.
System Adoption: Improve SuccessFactors adoption and enhance the efficiency and effectiveness of system usage.
User Training: Expand system usage by developing and delivering user training.
Issue Management: Collaborate with the HRIS team and IT Application Maintenance team to identify, analyze, and escalate errors and enhancement requests from HR users from both technical and functional perspectives.
Change Deployment: Work with the HRIS team to effectively deploy and explain system changes and enhancements to HR users.
Requirement Verification: Support HR users in verifying that deployed solutions align with business requirements.
Project Support: Support project activities related to the deployment of HR group systems on additional HR processes.
Project Implementation: Assist in implementing HRIS projects, including documentation, testing, and coordination with project activities.
Reporting Systems: Collaborate with C&B and Payroll teams to define, manage, and maintain reporting systems to monitor labor cost and other HR KPIs.
System Support: Support HRBP team activities in using HR systems such as SAP, Workforce Planning, and Performance Evaluation.

22. HRIS Manager Key Accountabilities

Team Leadership: Lead a team of Senior HRIS Analysts and HRIS Analysts in the management of HR Service Delivery programs and systems, including system administration, production support, design, requirements definition, and testing of systems and interfaces.
Timeline Management: Monitor team timelines, milestones, and deliverables, including User Acceptance Testing (UAT) preparation and execution.
Issue Escalation: Provide support for escalation of issues and roadblocks.
Requirements Documentation: Oversee the documentation of business requirements, review functional specifications, and analyze the impact of changes on the HR Service Center and other HR processes.
Test Management: Develop and review comprehensive test plans, and manage testing, issue resolution, communication, resource management, and change management for assigned systems.
System Implementation: Liaise between the HR organization and the IT organization to implement new or enhanced system functionality and ensure all processes and system-related requirements are realized.
Subject Matter Expertise: Provide subject matter expertise on HR Service Delivery industry trends and best practices.
Staff Management: Manage HRIS staff, including training, developing, coaching, and motivating employees.
Project Participation: Participate in HR project prioritization discussions and provide regular project updates.
Work Prioritization: Prioritize department work, including new automations, enhancements, support, and process improvements.

23. HRIS Manager General Responsibilities

System Deployment: Design, build, and deploy Workday HCM, Recruiting, Onboarding, Compensation, Learning Management, Performance Management, Reporting Security, Talent Management, and Reporting to meet business needs.
Process Improvement: Research and recommend talent management systems and process improvements.
System Analysis: Analyze, design, and maintain information systems in support of talent management administration and projects.
System Monitoring: Monitor talent management information needs and design new or modify existing systems to meet changing requirements.
Business Interface: Interface with IT and HR system users to develop and implement business systems and processes that positively impact the business and user experience.
Process Documentation: Ensure that HR processes are documented and updated.
Vendor Management: Finalize systems vendors and implementation providers, develop RFPs/RFQs for services, analyze capabilities, negotiate fees, and oversee projects.
Application Oversight: Oversee Kronos applications and HRMS systems to ensure users are appropriately trained and that useful reports are generated and managed from a talent management perspective.
Reporting Development: Develop reporting capabilities of all HR systems.
Learning Support: Develop and implement learning materials in support of systems and processes.
Team Participation: Participate in the Corporate Talent Management team, supporting the Executive Steering Team.

24. HRIS Manager Role Purpose

Team Management: Manage the day-to-day activities of the HR Information Systems team.
System Oversight: Oversee and maintain the optimal function of the organization's internal HR information services systems, including database management, network support, installation, customization, development, maintenance, and upgrades to applications, systems, and modules.
System Upgrades: Oversee all system upgrades and system additions in partnership with the Information Technology (IT) department.
Technology Trends: Maintain knowledge of trends and developments in data management and security, HR technology, and HRIS applications.
Procurement: Oversee the procurement of appropriate hardware and software to ensure that the organization has high-quality, efficient systems.
Compliance: Ensure all HR-related systems are compliant with data protection laws.
Business Partnership: Partner with HR and the business to understand and define business problems and issues, analyze data, and present insights that drive decisions on HR system usage.
Data Integrity: Understand the end-to-end process and underlying data sources to identify data inconsistencies and make recommendations to improve data integrity.
Insights Presentation: Summarize insights and present findings to a range of audiences at all levels within the organization.
Innovation: Continually identify opportunities to innovate and create better system solutions, focusing on driving efficiencies within the HR organization.
System Improvement: Perform regular assessments and improvements to the HRIS, including oversight of all system upgrades and system additions.

25. HRIS Manager Essential Functions

Payroll Operations: Responsible for overall payroll operations and administering, maintaining, and reviewing payroll processing systems (including timekeeping) to ensure timely and accurate processing of payroll transactions, including salaries, benefits, garnishments, taxes, and other deductions.
HRIS Management: Responsible for overall HRIS and its data, maintaining data integrity through the creation of appropriate configuration controls, standards, and processes, as well as conducting regular audits of data.
Data Accuracy: Manage and monitor overall data accuracy in HRIS, including performance management, compensation, timekeeping, and other modules.
Payroll Processing: Ensure accurate and timely processing of payroll updates, including new hires, terminations, transfers, status changes, and changes to pay rates and pay grades.
Budget and Reporting: Assist with budget analysis and related reports throughout the year, including payroll balancing, headcount reports, year-to-date accumulators, Department of Labor reporting, annual EEO-1, quarterly taxes, and annual W-2s.
Module Administration: Administer and maintain the Performance Management and Compensation modules in HRIS to ensure all employee appraisals and compensation changes are completed promptly with all necessary documentation before payroll processing.
HRIS Analytics: Implement and monitor the HRIS Analytics module to produce intelligent, data-driven, measurable reports and data graphs to articulate trends, progress, or areas for improvement.
Documentation: Develop user procedures, guidelines, and documentation.
Training: Conduct HRIS training for new managers and update current managers on changes.
Process Improvement: Identify and recommend updates to payroll, HRIS, and procedures.
Compliance: Ensure compliance with federal, state, and local payroll, wage, and hour laws and best practices, staying abreast of necessary changes and reporting requirements for multiple states.

26. HRIS Manager Additional Details

HCM Management: Be the primary resource for all HCM modules and integrations, including configuration, implementation, reporting, troubleshooting, and training.
Reporting: Develop, deliver, and maintain ongoing and ad hoc reporting across the business to support data-driven business decisions.
Release Evaluation: Review and evaluate HCM releases, updates, and enhancements.
Process Enhancement: Recommend system and process enhancements in alignment with business goals.
Security Management: Evaluate and maintain HR security access to ensure appropriate access to business systems and functions.
Compliance: Ensure compliance with relevant US and International data security and privacy requirements.
System Initiatives: Lead system-related initiatives for the People Team, including requirements gathering, UAT, implementation, and ongoing support.
System Support: Provide HRIS and data system support to internal customers, including answering routine questions, resolving complex issues, preparing and auditing data, system testing support, and data entry and correction.
Issue Resolution: Troubleshoot, prioritize, and resolve systems issues and enhancement requests.
Stakeholder Communication: Communicate status updates to stakeholders in a timely and accurate manner.
Collaboration: Build and maintain partnerships with IT, HR, Payroll, and other functions to support and deliver first-class technology and data to the organization.
Team Leadership: Build, lead, and grow an HRIS team and be hands-on with people to get things done.

27. HRIS Manager Roles

Data Integrity: Ensure the accuracy and integrity of all personnel data.
System Changes: Coordinate and test all system changes and application upgrades.
Mass Changes: Coordinate mass changes and reorganizations in collaboration with related departments.
Workflow Integration: Integrate database programs with existing applications and design workflow processes to increase productivity and minimize related operational costs.
Policy Implementation: Implement policy and practice changes from an HR system standpoint.
Process Improvement: Recommend system software, processing, or procedural changes that are efficient and cost-effective.
Report Design: Design, implement, and troubleshoot custom personnel reports, including routine management and ad hoc reports.
Cognos Reporting: Generate monthly reports for various departments using Cognos BI.
Technology Liaison: Serve as technology liaison between HR and other administrative departments to achieve maximum information efficiencies.

28. HRIS Manager Tasks

Benefit Administration: Implement benefit plan setups, Open Enrollment, and Life Events, as well as ongoing required modifications.
Vendor Collaboration: Work with outside benefit plan providers to develop and execute electronic data interchanges.
Benefits Testing: Gather data needed to conduct non-discrimination benefits testing.
Compliance Reporting: Oversee data gathering and timely submission of compliance-related obligations (AAP, PPACA, EEO-1, and Vets 4212).
File Management: Oversee employee and Partner electronic personnel files.
Document Compliance: Ensure compliance with document retention obligations.
Onboarding: Oversee the new hire onboarding process.
Form Customization: Create and implement custom forms to capture data not included in the delivered onboarding forms.
Legal Compliance: Ensure compliance with state and federal laws related to I-9 and E-Verify.

29. HRIS Manager Details and Accountabilities

HR Systems Support: Provide technical and functional expertise in support of HR systems, including HCM, Payroll, Time Attendance, Learning, Recruiting, and Performance Management.
System Testing: Lead the systems update review and testing process.
System Functions: Support the full range of functions of HR systems, including business process configuration, security administration, report development, and related training and communication.
Issue Resolution: Resolve escalated issues and ensure delivery of high-quality customer service.
Trend Analysis: Identify trends or root cause behaviors for frequently occurring issues and errors, and manage potential solutions.
Client Partnership: Serve as a partner with internal clients, specifically IT, and external vendors to find innovative solutions to business needs.
Functionality Implementation: Coordinate the testing and implementation of new or modified functionality and related communications and training.
Integration Management: Manage standard integration processes and data loads.
Project Collaboration: Work on project teams with IT and internal clients to develop and deploy new functionality and analytics as HR system use expands.
HRIS Design: Lead HRIS design, continued implementation, and downstream interfaces, and coordinate project plans for HRIS and integrated systems.

30. HRIS Manager Overview

Training Leadership: Design and implement end-user training plans, and serve as lead technical SME and Super User/Trainer for HR systems and application processes.
Training Development: Develop training materials and sessions for end users to increase the effectiveness of HR systems.
Reporting Processes: Design and implement internal and external reporting processes.
Data Security: Design and implement policy and controls for data security and audit.
Integration Support: Troubleshoot issues with in/outbound integrations, including Applicant Tracking System, Timekeeping System, Payroll System, Quality/Learning Management System, and 3rd party vendors such as Benefits and Retirement/Pension solution providers.
Data Auditing: Proactively audit data for quality, accuracy, reporting, timeliness, and usability to ensure the integrity of core systems and interfaces.
System Improvements: Research and implement HRIS improvements to reduce errors, increase efficiency, and ensure alignment with organizational goals and priorities.
HR Initiatives Support: Support ongoing and annual HR initiatives, including talent acquisition, performance management, compensation planning, learning, and compliance training.
Production Support: Provide production support, including researching and resolving system problems, unexpected results, or process flaws.
Solution Development: Recommend solutions and/or alternate methods to meet business needs based on system capabilities.

31. HRIS Manager Job Description

Payroll Coordination: Coordinate with payroll on appropriate deductions and enrollment procedures into relevant plans and ensure compliance in all jurisdictions.
Documentation: Document and maintain relevant documentation such as Business Requirements, Functional Documents, and configuration rationale.
Design Review: Provide content for design reviews in support of implementation and assure alignment with the long-term Enterprise roadmap.
Requirements Gathering: Facilitate requirements gathering sessions and realization sign-off with business SMEs.
UAT Support: Assist with gaining formal acceptance of solutions at the end of User Acceptance Testing.
Team Collaboration: Enable effective and efficient working relationships with technology teams.
Cross-Functional Integration: Proactively facilitate cross-functional integration with other relevant areas.
Service Delivery: Work with internal teams, specifically IT, or third-party vendors to ensure that existing services meet service targets and work to improve service delivery.
System Administration: Perform system administration for the IT Asset Management component of the system in collaboration with the IT Department.
Reporting: Build and generate reports (ad-hoc, monthly, quarterly) to meet the needs of the business.

32. HRIS Manager Functions

System Management: Be responsible for the successful implementation, maintenance, operation, and optimization of the UKG Pro system and interfaces.
Team Management: Provide direct management of the activities and performance of the application team.
Performance Monitoring: Monitor performance of team members, identify areas of opportunity, offer feedback and coaching in areas that require it, and ensure that excellent performance is acknowledged.
Training Plans: Develop training plans to ensure appropriate cross-training and back-up within the team.
Operational Efficiency: Identify opportunities for application operational efficiency and security.
Resource Allocation: Efficiently allocate incoming development requests, prioritize projects in conjunction with the HRIS Director, and monitor and direct team resources so that customer timelines are met.
System Analysis: Conduct and participate in the analysis and design of new functionality and/or improvements to the system, ensuring that system requirements are fully identified, evaluated, tested, and implemented.
Upgrade Delivery: Lead key activities to deliver approved upgrades, new functionality, or improvements to the system and tools, including documentation of process workflows, security model updates to ensure data protection, and development of reports, internal operating procedures, and end-user training materials.

33. HRIS Manager Accountabilities

Knowledge Transfer: Ensure effective knowledge transfer of new functionality and system improvements to support sound initial implementation and ongoing system performance, collaborating with internal teams.
End-User Training: Ensure Business Units liaisons are sufficiently trained to provide training sessions to their respective end-users.
Issue Management: Identify and report on general and critical issues, including risk assessment and resolution alternatives.
Solution Collaboration: Collaborate with Management and Business Partners to reach consensus on prescribed solutions.
IT Partnership: Partner with the IT Department to ensure optimal operation of infrastructure and system technology, and communicate with the system vendor to establish expectations and resolve issues.
Objective Setting: Collaborate with management and other internal groups to create annual objectives for system management and improvement.
System Development: Deliver credible plans for development work on system configuration, including integrations, interfaces, standardization, and automation opportunities, end-user skill sets, and optimization of the application.
System Support: Provide system support based on team workload and resources, including researching and resolving problems, unexpected results, or process flaws, performing scheduled activities, recommending solutions or alternate methods to meet requirements, and providing escalation assistance for Support Team tickets.

34. HRIS Manager Job Summary

HRIS Implementation: Lead the implementation and maintenance of the organization’s HRIS while concurrently facilitating efficient operations to meet current and future business needs within the organization.
Training Support: Assist with training the organization on HRIS utilization, including self-service modules.
Functional Oversight: Analyze and direct all functionally related activities within the scope of the HRIS.
Service Delivery: Ensure continuity and successful delivery of functional services to users throughout the organization.
Team Leadership: Lead the HRIS cross-functional team in managing the day-to-day activities to support HR, Payroll, Finance, IT, and other interrelated functions.
Customer Interface: Serve as an interface between internal/external customers and the functional team members to ensure effective definition and delivery of HRIS applications and services.
Proactive Solutions: Promote proactive approaches using the HRIS to solve business needs and/or problems while enhancing understanding and acceptance of HRIS capabilities.
Priority Negotiation: Negotiate priorities and support requirements with the IT department, functional staff, and others based on business needs.
Operations Optimization: Optimize HRIS operations and services, including development of policies, practices, processes, and standards.

35. HRIS Manager Responsibilities

Data Analysis: Assess data, statistics, and metrics, and prepare and analyze regular and ad hoc reports for HR management and key stakeholders.
Planning and Forecasting: Plan, budget (in collaboration with IT), and forecast HRIS needs and applications.
Vendor Management: Maintain awareness of vendor plans and the potential impact of those plans on current and future HRIS functionality.
Business Impact Assessment: Review impending business issues that will directly impact the HRIS and provide senior management with assessments of HRIS impact, scheduling considerations, and other information required for a complete business case.
Process Improvement: Identify processing and/or operational issues, research, and recommend modifications to improve and streamline services.
Data Audits: Conduct regular audits to ensure the integrity of data and the timely return of employee documentation.
Technology Awareness: Maintain awareness of new technologies, trends, and developments to improve service and create efficiencies within the department.
Professional Development: Keep up to date with relevant professional literature and participate in seminars and training workshops.
Collaboration: Foster effective and collaborative working relationships with fellow employees, management, and external partners.

36. HRIS Manager Details

System Administration: Maintain and administer the organization's human resources information system.
Data Integrity: Ensure data integrity, proper integration with other organization systems, and optimal uptime and performance.
Operational Expertise: Provide management with subject matter expertise for HRIS operational decisions.
Global Support: Serve as a subject matter expert corresponding with regional counterparts in support of a global platform following a defined global governance and shared services operating model.
Process Enhancements: Guide, lead, and design system and business process enhancements as part of a team composed of global and local HRIS Managers, IT, and HR function stakeholders.
Data Flow Analysis: Analyze data flows to the organization's financial systems, benefits vendors, payroll system, timekeeping system, and related systems to ensure proper transfer and integration of data.
Error Resolution: Investigate and resolve error logs or rejected data transfers.
Table Maintenance: Maintain the underlying table architecture of the system.
Process Improvement: Identify opportunities for process improvements and propose solutions.
Agile Delivery: Manage build efforts and deliver effective solutions utilizing the Agile methodology with commitment to productive partner relationships, balancing end user experience and stakeholder requirements with global alignment.
Internal Consulting: Act as an internal consultant regarding system capabilities, providing recommendations through effective communications to business leaders and other stakeholders.

37. HRIS Manager Duties

System Upgrades: Work with internal Information Technology and technology vendors to execute system upgrades, patches, testing, and related tasks.
Requirements Development: Ensure system requirements meet HR needs and develop new or revised requirements.
Workarounds: Provide recommendations on workarounds in the absence of available functionality.
Functional Liaison: Act as a functional point of contact between other functional departments and IT/HR leaders to gather requirements on new configurations and triage production breaks.
Strategic Alignment: Align with global and local participants in strategic planning, analysis, and development of business requirements for HRIS modifications and enhancements.
Change Management: Collaborate with HR Communications teams to develop user procedures, guidelines, and documentation to support change management.
Complex Analysis: Conduct complex analyses and reporting for which no precedent has been set.
Vendor Selection: Participate in software vendor selection.
Technology Utilization: Proactively utilize and suggest technology to lower costs, increase efficiency, improve accuracy, and add value to end-user and client satisfaction with the company's HR systems.
Documentation: Update and maintain system documentation and respond to audit requests.
Data Auditing: Perform data quality control audits.
Feedback: Provide feedback to HR technicians performing data entry.

38. HRIS Manager General Responsibilities

Employee Communications: Create appropriate content to enable the delivery of employee communications for annual events.
Data Management: Provide expert advice on master data management.
System Upgrades: Collaborate with IS and third-party providers to coordinate upgrades or fixes to the SaaS HR systems.
Upgrade Implementation: Lead the functional review, testing, and implementation of regular upgrades and company-driven changes.
System Integration: Collaborate with other HRIS users (Payroll, Finance, Security, etc.) to ensure the ongoing integrity of the HRIS and effective integration with other systems/applications.
Team Development: Motivate and develop HR professionals within the team to implement and manage straightforward and flexible HR processes and systems.
System Governance: Be the gatekeeper for HR systems, data, and processes, ensuring consistency, standardisation, alignment, and integration across HR, with effective hand-offs to other functions.
Performance Review: Regularly review individual and team performance, identify and resolve issues, and drive improvements in line with expectations.
Issue Resolution: Deal with escalated issues from within HR Operations, CoEs, and other HR colleagues and ensure timely resolution.
Trend Analysis: Identify, analyse, and report on trends within the function to inform HR and business strategies.
Project Support: Support business and HR projects through the provision of specialist advice and guidance.
Case Management: Manage a personal case load and/or projects, drawing on relevant expertise to resolve complex issues.

39. HRIS Manager Key Accountabilities

Risk Management: Identify potential risks, issues, and opportunities associated with the delivery of service in the function.
Collaboration: Work proactively with colleagues across the organisation to mitigate risks and realise opportunities.
Data Integrity: Ensure the integrity of data in the HRIS is maintained and legal and regulatory requirements are met, putting in place routine queries and quality controls.
Process Documentation: Ensure accurate documentation and process manuals are designed and maintained for all HR processes.
User Procedures: Develop and maintain user-friendly procedures, guidelines, and documentation in partnership with HR policy and process owners.
System Configuration: Design and manage the ongoing configuration of HRIS tables and workflows to ensure accurate data capture that promotes effective transaction processing, prudent compliance, and comprehensive reporting.
Change Control: Put in place and manage an effective change control process to enable the ongoing development of the HRIS in response to business needs.
Performance Management: Use company processes to manage the performance of team members and achieve prescribed outcomes for the provided services.
Resource Management: Manage demand from the business and identify resources (make or buy) to enable the delivery of products and services into the business.
Regulatory Knowledge: Maintain a thorough understanding of relevant employment regulations, industry trends, current practices, new developments, and applicable laws, bringing HR best practice into the organisation.
Best Practice Sharing: Ensure best practice is shared within the team and across the wider HR function.
Compliance: Ensure HR processes are compliant with legal, regulatory, and internal requirements.

40. Global HRIS Manager Essential Functions

HR Digitalization: Support the digitalization projects of HR transformation, including new implementation, system configuration, integration testing, and user training.
System Support: Provide day-to-day HR system application support for key users.
Continuous Improvement: Lead the HR system's continuous improvement according to up-to-date business needs.
Authorization Compliance: Ensure user authorization compliance with global guidelines.
System Maintenance: Maintain existing systems and manage local change requests while working out solutions.
User Training: Provide HR system-related training to key users.
Documentation: Maintain and develop documentation for the responsible areas.

41. HRIS & Payroll Manager Additional Details

Payroll Processing: Ensure accurate and timely bi-weekly payroll processing for approximately 350 team members while maximizing efficiencies.
Payroll Auditing: Perform audits of the Payroll Specialists’ work before payroll is committed, ensuring all elements have been captured and calculations are accurate.
Bonus Calculations: Oversee and calculate Flipp’s Variable and Bonus Plan calculations.
Compliance: Ensure compliance with legal requirements by studying existing and new legislation, enforcing adherence to these requirements, and advising management on necessary actions.
Financial Reporting: Complete payroll journal entries and payroll accruals on a bi-weekly basis for the finance team.
HRIS Records Management: Manage HRIS records by reviewing changes in exemptions, insurance coverage, savings deductions, job titles, and department/division transfers.
Data Accuracy: Ensure accuracy in all records in the HRIS, including new hires, salary changes, and terminations.
Benefits Administration: Manage, administer, and reconcile all benefit programs, including group benefits, spending accounts, RRSP, maternity/paternity leave, short-term and long-term disability leaves.
Stakeholder Support: Provide timely responses to inquiries from internal stakeholders, including HR, accounting, managers, and team members, as well as external stakeholders, including government and other third-party agencies, by utilizing knowledge and interpretation of policies, procedures, legislation, and collective agreements.

42. Global HRIS Manager Roles

System Oversight: Oversee and support the implementation and optimal function of the HRIS system and related processes, tools, and procedures.
Data Governance: Play a key role in the data governance model by overseeing all system matters related to internal data, backup files, integrity, and security.
Process Improvement: Collaborate on identifying improvement opportunities and enhancements to existing information services, systems, and databases.
Future Planning: Propose and support the implementation of future software and applications based on long-term HR strategy and technology needs.
Technical Support: Provide technical support, troubleshooting, and guidance to the internal HR team and internal and external IT partners.
Stakeholder Liaison: Serve as the lead and key liaison between HR, IT, external vendors, and other stakeholders for HRIS design and related processes and implementation projects.
Access Management: Support and guide the team in managing permissions and system access for HR services users.
Data Analytics: Apply initial experience in data analytics tools and mechanisms to support specific reporting queries based on business or HR needs.
Compliance: Ensure system compliance with data security and privacy requirements.
Technology Trends: Maintain knowledge of trends and developments in data management and security, HR technology, and HRIS applications.
System Migration: Facilitate migration to a unified HRIS.

43. HRIS Manager Details and Accountabilities

People Management: Manage one direct report.
Project Leadership: Lead and oversee in-progress projects within the HR Corporate department with a focus on Workday.
Advisory Services: Provide advisory, diagnostic, and operational services such as collecting data, creating reports, generating and interpreting results, and answering standard customer inquiries on specific topics.
Team Collaboration: Interact with HR teams using developed skills to motivate, inspire, and persuade.
Problem Solving: Apply clearly defined policies and principles to solve standard problems with limited discretion and flexibility in selecting solutions within the area of expertise.
Guidance: Receive instruction and guidance from others.
Vendor Management: Manage vendor relationships, including facilitation of statements of work.
Colleague Support: Direct less experienced colleagues in adapting to new solutions.
Results Delivery: Complete projects and achieve results in an ambiguous work environment.

44. HRIS & Policy Manager Overview

Policy Leadership: Take a leadership role in the design and development of all HR policies and processes, and provide proposals and solutions for implementation.
HRIS Leadership: Act as the SME or Project Leader on the identification, sourcing, and deployment of HRIS solutions across Medacta.
System Development: Contribute to the ongoing development of Cezanne HR, including the PR and Core Data modules.
Compensation Management: Be a key contributor in the development of key compensation policies and processes.
Policy Training: Provide leadership and direction in the roll-out and training of HR policies and procedures across the organisation.
Project Support: Lead and support ad hoc HR projects and any other tasks deemed necessary.
Census Management: Manage census files and troubleshoot issues related to account access and overall system performance.
Transaction Processing: Complete special and complex processing transactions such as experience differentials, uniform allowances, and special payouts.

Relevant Information

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