The HRIS Manager provides operational leadership for Meridian's HR technology ecosystem, with Workday serving as the core platform supporting HR Operations and Centers of Excellence. The role owns day-to-day governance and administration of assigned HRIS areas, including system configuration, security, integrations, reporting standards, data quality, change control, and release support. In partnership with designated process owners, the Manager translates approved requirements into controlled system solutions; directs the HRIS Analyst; and establishes standards and controls for basic Workday transactions performed by the HR Coordinator and other approved users. The role ensures stable operations, privacy, audit readiness, and user adoption while leaving policy, program, and business decisions with the assigned functional owners.

Tasks/Duties/Responsibilities:

• Maintains the HRIS operating model and Workday roadmap for assigned areas, governance model, system architecture standards, configuration standards, service model, and decision rights in alignment with HR and business priorities.
• Supports implementation of new Workday products/SKUs and modules, major enhancements, release adoption, and cross-functional HR technology projects for assigned areas; manages vendors, risks, timelines, and adoption outcomes.
• Leads requirements discovery and end-to-end solution design for business processes, workflows, approvals, notifications, reporting, integrations, and controls based on requirements approved by designated process owners; ensures solutions are scalable, documented, and aligned with global and local requirements.
• Owns Workday architecture and high-risk configuration within assigned areas across Core HCM, job and position structures, compensation structures, workforce and talent processes, security, integrations, and reporting; delegates routine administration to the HRIS Analyst and approved basic transactions to the HR Coordinator or other operational users.
• Establishes and enforces change-control and release practices, including impact assessment, peer review, testing and user acceptance, migration, production validation, rollback planning, and retention of implementation evidence.
• Owns Workday security and data-privacy governance, including role-based access, least-privilege standards, segregation of duties, security approvals, periodic access reviews, and audit evidence in partnership with IT, Internal Audit, Legal/Compliance, and data owners.
• Directs integration, data-governance, reporting, and analytics standards; maintains integration inventories and runbooks, oversees data audits and exception management, and leads resolution of complex interface, data-feed, and vendor issues.
• Defines the HRIS support and knowledge-management model; provides Tier 2 and Tier 3 escalation support, leads root-cause analysis, and ensures procedures, job aids, training, and release communications support consistent user adoption.
• Partners with Center of Excellence leaders, HR Business Partner/Client Support, Global HR Service Delivery, the US Payroll Manager, Finance, IT, Internal Audit, Legal/Compliance, and local HR to translate approved program and process requirements into system solutions; HRIS provides technical enablement and does not make unassigned policy or business decisions.
• Leads, coaches, and develops the HRIS Analyst and establishes access, training, validation, and quality standards for basic Workday data entry performed by the HR Coordinator and other approved users; ensures cross-training, backup coverage, and business continuity.
• Establishes reporting and analytics governance, data definitions, quality standards, and delivery priorities for workforce, compliance, sustainability, and operational reporting; partners with HR, Finance, Internal Audit, and business leaders to ensure reporting supports organizational, regulatory, and decision-making needs.
• Other duties as assigned.

• Bachelor's degree in Human Resources, HRIS, Information Systems, Business, or a related field, or an equivalent combination of education and experience.
• Six or more years of progressive HRIS/HCM experience, including at least three years of hands-on Workday configuration and administration.
• Demonstrated experience leading at least one Workday module, major enhancement, or business-process improvement from requirements through deployment and stabilization.
• Advanced experience with Core HCM, Workday business process configuration, security, reporting and calculated fields, data loads, and integrations; experience with Performance, Talent, Compensation, Recruiting, Absence, Time Tracking, or Benefits preferred.
• Experience leading cross-functional projects and vendors; prior people leadership or formal technical team-lead experience preferred.
• Experience supporting a global or multi-entity environment preferred.
• Formal Workday training, Workday Pro accreditation, or equivalent advanced Workday expertise preferred.
• Intermediate to advanced Workday functional configuration and troubleshooting capability with a clear understanding that system administration supports, but does not replace, assigned policy, program, process, or business ownership.
• Strong understanding of HR, payroll, total rewards, talent, recruiting, and employee-lifecycle processes and the distinction among policy, program, process, and system ownership.
• Knowledge of Workday security, role-based access, segregation of duties, data privacy, audit controls, and change management.
• Working knowledge of Workday integrations and tools such as EIBs, delivered connectors, web services/APIs, and integration monitoring; deeper integration-builder experience preferred.
• Strong reporting and data-analysis skills, including custom reports, calculated fields, dashboards, data validation, and Microsoft Excel.
• Strong project coordination, requirements gathering, testing, documentation, and change-adoption capabilities.
• Sound judgment, risk awareness, and ability to make decisions with incomplete information while escalating appropriately.
• Strong leadership, coaching, stakeholder management, vendor management, and clear communication skills.
• Excellent problem-solving, attention to detail, organization, and ability to manage competing priorities.
• Demonstrated discretion
• Travel up to 5%