Salary: $130-140,000.00 per year with performance-based bonus, 401(k) match, and competitive benefits packages. Knowledge and Experience:- 5+ years of progressive HRIS/HCM experience with at least 3 years in a system administration or implementation role.
- Proven success managing cross-functional HR technology projects from design to delivery.
- Demonstrated expertise in HCM platforms (preferably UKG Pro and WFM).
- Experience working within complex organization matrix
- Experience developing and executing employee communications to support technology improvements
- Strong communication and stakeholder management skills, with the ability to influence across levels.
- Proven success in change management and continual improvement and operational effectiveness
- Preferred:
- Bachelor's degree in HR, HR Management or Technology
- Strong experience in the program management of HR tools
- Experience supporting M&A integration and large-scale organizational changes.
Skills:- Advanced Excel and reporting skills; familiarity with BI tools (e.g., UKG BI, Power BI).
- Excellent project management and organizational skills.
- Strong analytical mindset and attention to detail.
- Change management and training facilitation experience a plus.
- Problem Solver: Identifies problems, and recommends solutions based on comprehension of information provided from user
- Results Oriented: Responds promptly to high-impact, critical issues
- Adaptable: Team centric with ability to provide & receive constructive feedback
Key Accountabilities:Communication, Leadership & Collaboration- Communicate complex technical information in clear, concise terms to HR leaders and business partners.
- Provide regular project updates, issue logs, and status reports to leadership.
- Build strong partnerships across HR Centers of Excellence (COEs) to understand functional needs and translate them into system solutions.
- Coach and guide HRIS team members on system processes, data best practices, and troubleshooting.
- Act as a trusted advisor and point of escalation for system or data-related inquiries.
- Support HRIS Team with all Tier escalations
HRIS System Administration & Governance- Oversee configuration, administration, and maintenance of the HCM (HRIS) platform and related digital tools
- Partner with IT to ensure stable system integrations, security protocols, and data flow between HR and other business systems
- Maintain and update organizational structures, positions, job codes, and pay rules within the system
- Establish governance processes and documentation standards for testing, approvals, and production migrations
- Ensure all system processes comply with data protection and privacy laws (e.g., HIPAA, GDPR)
- Prepare HCM for annual events including open enrollment, annual performance processes, annual compensation reviews and change uploads
- Responsible for processing UKG Core HR data entry for Keolis locations without an HR Manager
- Work alongside the IT department to perform regular assessments and improvements to UKG
- Oversee all system upgrades and maintenance in partnership with internal and external partners
- Build and maintain workflows within HCM including user-friendly processes, guidelines, and documentation
- Partner with HRIS System Administrator to manage end user access rights to system
- Led efforts to ensure the configuration of the HCM for business acquisitions and for new contract mobilizations is setup correctly and ahead of new contract mobilizations
Data Quality, Reporting & Analytics- Supervise the day-to-day activities of the HRIS systems and other HR digital tools
- Drive data integrity through ongoing audits, validations, and process controls.
- Develop and manage a comprehensive HR reporting framework to deliver consistent, actionable insights.
- Partner with HR and business leaders to interpret workforce data and identify opportunities for improvement.
- Support compliance and audit activities by ensuring data accuracy and standardized reporting metrics in partnership with HRIS Reporting and Analytics Lead
Digitalization of HR Systems & Continuous Improvement- Evaluate emerging HR technologies and recommend enhancements to improve efficiency and user experience.
- Identify automation opportunities to streamline HR processes and reduce manual workload.
- Lead change management efforts to ensure smooth adoption of new tools and processes.
- Promote a culture of innovation and operational excellence within the HRIS function.
- Act as an advisor to HR peers for potential solutions. Within the framework, understand the needs and identify solutions by capturing business requirements to drive continuous improvement around the organization.
Project Management & Strategy- Lead full-cycle project management for HR technology initiatives, including system upgrades, new module deployments, and process optimization.
- In partnership with Director, HCM define project scope, milestones, deliverables, and success metrics; ensure projects are delivered on time and within budget.
- Develop and present business cases for new digital initiatives to improve HR operations and employee engagement.
- Collaborate cross-functionally with IT, Payroll, Benefits, and Operations to align system capabilities with business needs.
- Serve as project liaison on HRIS projects, ensuring timely communication, alignment of priorities, and mitigation of risks or issues.
Physical Demands and Work Environment:The physical demands and work environment characteristics described here are representative of those an employee may encounter while performing the essential functions of the job. Reasonable accommodation may be requested to enable individuals with disabilities to perform the essential functions.
All roles may entail, to varying extents, the following physical demands:
- Long periods (potentially exceeding 8 hours per day) of walking, standing, sitting, bending, pushing, pulling, climbing, lifting, balancing, stooping, twisting, squatting, handling materials, repetitive hand-wrist motions, and traversing uneven surfaces;
- Exposure to both extreme heat and cold;
- Exposure to loud noises, fumes, and airborne particles;
In addition to the above demands inherent in every role, the following roles may entail unique physical demands, including:
- Operators/Drivers may work inside or outside vehicles and may operate vehicles for over 8 hours per day.
- Operations Supervisors and Managers may split their work between an office setting looking at a computer screen/electronic device and active transit field locations driving in a vehicle.
- Maintenance Employees may be exposed to toxic or caustic chemicals in a ventilated maintenance shop and may work with personal computers, laptops, electronic hand-held devices, complex electrical schematics, diagnostic software and testing devices, and other heavy machinery.
- Office Staff may work indoors in air-conditioned or well-ventilated facilities, including offices and cubicle spaces equipped with a telephone and computer and may entail typing or looking at a computer screen.
Additional Statements:- Safety commitment: Safety is a way of life at Keolis. By placing safety first, we ensure the wellbeing of our employees, customers, and communities. Together we can become the safest transportation company in the world.
- Environmental commitment: Keolis is committed to protecting the environment by minimizing the impact of our operations on the communities where we operate.
Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.
