Hris Manager

Job Description
OVERVIEW
In this role you will be responsible for leading, executing, and supporting the continued optimization and prioritization of our Workday system across the company. In collaboration with HR, Finance &
Technology leadership, you will create and deliver on meaningful, large scale technology initiatives that increase and improve the overall value and performance of our organization. This will include investment into automation of our Workday platform, managing a roadmap for our various work streams &
modules, identifying and reviewing business challenges, architecting technology solutions, prioritizing business requests, and translating business requirements into system design and requirements. You will manage a team of HRIS System Administrators, providing coaching and direction in order to achieve success in implementing our Workday strategy.
REPORTS TO
The HRIS Manager reports to the Director, Data Management.
ESSENTIAL DUTIES
The essential duties for this role include, but are not limited to:
Manages and leads the Workday team’s strategy and projects from start to finish to achieve department goals and objectives. Works closely with other technology departments and human resources teams on technical specifications and troubleshooting. Oversees and understands all HCM modules and the integrations. Evaluates available updates and functionality and ensures changes are in line with strategy.
This individual will be responsible for ensuring a positive user-experience for all associates and SMEs. While leveraging the platform capabilities, offer options to meet emergent and ongoing business needs of all cross-functional teams (Total Rewards, Talent Acquisition, Employee Experience, Payroll, Licensing, Sales Enablement, Technology, HRBP) Serves as a customer-focused problem-solver with a penchant for learning and teaching. Analysis and decision making are critical responsibilities of this role and are necessary for success.
Promotes a culture of growth with an emphasis on transparency, where employees feel safe to voice their opinions and concerns. Regularly solicits feedback from direct reports and takes action to promote and improve the employee experience. Mentors team of direct reports to support their growth as a professional.
Analyzes data to recommend process/customer service improvements, innovative solutions, policy changes. Provides production support for including, but not limited to, researching and resolving HR system issues, unexpected results or process flaws;
performs scheduled activities such as system updates and audits;
recommends solutions oralternate methods to meet requirements. Provides leadership and guidance to other system administrators to review the overall HCM system and the various impacts to downstream systems.
Serves as a 'super user' and administrator of HR systems and tools to identify best practices, assesses functionality and system requirements, and recommends process improvements as applicable;
ensures data integrity for all HR processes and programs. Consults with internal customers on HR technology systems application and functionality. Serves as a key liaison with third parties, vendors, and other stakeholders. Writes, maintains and supports various reports and queries;
develops new standard and ad-hoc reports for customer needs.