HRIS Manager

The HRIS Manager is responsible for the strategic ownership, administration, and evolution of the organization's Human Capital Management (HCM) systems. This role plays a critical part in supporting a fast-growing, acquisition-driven company by ensuring HR systems scale efficiently, integrate seamlessly, and deliver reliable data to support workforce decisions.

The ideal candidate brings deep experience in high-growth environments, M&A integrations, and enterprise HCM implementations, with the ability to balance hands-on system execution with long-term HR technology strategy.

HRIS Strategy & System Ownership

• Serve as the owner and subject matter expert for the organization's HCM ecosystem (HRIS, payroll, time & attendance, benefits, talent modules, integrations).
• Partner with HR, Finance, IT, and external vendors to ensure system stability, data integrity, and optimal user experience.
• Act as a trusted advisor to HR leadership on HR technology capabilities and limitations.
• Translate business needs into system solutions and clearly communicate technical concepts to non-technical stakeholders.

Implementation & Optimization

• Lead end-to-end HCM implementations, upgrades, and module expansions, including requirements gathering, configuration, testing, deployment, and post-go-live stabilization.
• Manage implementation partners and vendors, ensuring projects are delivered on time, on budget, and in alignment with business requirements.
• Continuously evaluate system functionality and recommend enhancements to improve automation, efficiency, and reporting.

Mergers & Acquisitions Support

• Support HR Leadership with HRIS due diligence for acquisitions, including system assessments, data mapping, and integration planning.
• Execute HRIS integrations for acquired entities, including data conversion, process alignment, and change management.
• Support rapid onboarding of newly acquired workforces while maintaining compliance and data accuracy.

Data, Reporting & Compliance

• Ensure HR data accuracy, governance, and security across all systems.
• Establish routine/automated reporting to meet business needs and support ad-hoc reporting as needed.
• Support compliance with federal, state, local, and international employment and payroll regulations as applicable.

Business Intelligence & Reporting

• Advanced experience in BI report writing and dashboard development to support HR, Finance, and executive leadership.
• Ability to translate workforce and compensation data into actionable insights using HCM reporting tools and/or external BI platforms (e.g., Power BI, Tableau).
• Strong understanding of data structures, data validation, and audit controls to ensure accuracy and consistency across reports.
• Experience delivering recurring operational reports as well as ad hoc analytics for headcount, labor cost, benefits, and workforce planning.

Systems Integrations & Data Architecture

• Hands-on experience designing, implementing, and maintaining integrations between HCM systems and enterprise platforms, including ERPs, payroll engines, benefits vendors, and third-party applications.
• Strong understanding of how ERPs (e.g., financials, GL, cost centers, project accounting) interact with HCM systems to support payroll, labor costing, and financial reporting.
• Experience partnering with Finance and IT to align HR data flows with accounting structures, chart of accounts, and reporting requirements.
• Knowledge of integration methods such as APIs, file feeds, middleware, and scheduled data exchanges.
• Ability to troubleshoot data discrepancies across systems and lead root-cause analysis between HCM, ERP, and downstream applications.

• Bachelor's degree in Human Resources, Information Systems, Business, or a related field (or equivalent experience).
• 7+ years of progressive HRIS experience, including system ownership and configuration.
• Proven experience supporting high-growth organizations and scaling HR systems.
• Hands-on experience with HCM implementations (full lifecycle).
• Direct experience supporting M&A activity, including HRIS integrations and data migrations.
• Strong understanding of HR, payroll, timekeeping, and benefits processes.
• Exceptional project management, analytical, and problem-solving skills.
• Experience with mid-market or enterprise HCM platforms (e.g., UKG, Paycor)

This position is currently accepting applications.

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