Choose To Make A DifferenceThe HRIS Manager leads the day-to-day operation, administration, and continued improvement of the organization's human resources information systems. The role is accountable for reliable HR data, effective system configuration, secure access, integrations, reporting, and responsive support across the employee lifecycle. The manager currently oversees Oracle HCM and its connections with ADP payroll and timekeeping and other third-party platforms.
The HRIS Manager will serve as a key functional leader in the implementation of future HR technology solutions, including a potential transition from Oracle HCM to Workday or another enterprise platform. The role will translate business requirements into system solutions, coordinate internal and external resources, support data conversion and testing, and help establish an effective long-term HRIS operating model.
ESSENTIAL FUNCTIONS AND RESPONSIBILITIES: Every effort has been made to identify the essential functions and skills of this position. However, this in no way states or implies that these are the only duties you will be required to perform. Duties may be assigned on an ad-hoc or as needed basis depending on the needs of the College/University. The omission of specific statements of duties and skills does not exclude them from the position if the work is similar, related, or is an essential function or skill of the position.
HRIS Operations and Service Delivery- Manage the daily administration, maintenance, and support of Oracle HCM and connected HR, payroll, timekeeping, benefits, and workforce platforms. Set team priorities and service standards for issue resolution, system requests, recurring processes, audits, and scheduled releases. Maintain system configuration and workflows that support accurate and efficient HR operations throughout the employee lifecycle.
- Monitor system performance, data flows, and recurring jobs; coordinate timely resolution of production issues and communicate business impact to affected stakeholders. Maintain system documentation, operating procedures, configuration records, and support materials.
HR Technology Strategy and Transformation - Represent HRIS as a functional lead in the evaluation, selection, and implementation of future HR and payroll technology, including a potential Workday implementation. Partner with HR, Payroll, Finance, Information Technology, and external consultants to document requirements, evaluate solution options and design decisions, and confirm that recommendations support business and compliance needs.
- If the organization proceeds with a new platform, coordinate HRIS workstreams for data cleansing, conversion, validation, testing, issue management, training support, cutover, and stabilization.
- Assess current Oracle and ADP processes and integrations, identify opportunities to simplify or standardize them, and help define the future-state HRIS operating model.
- Build internal knowledge and team capability to administer and support current and future HR technology, reducing long-term dependence on external consultants where practical.
Integrations and Vendor Management
- Oversee integrations among Oracle HCM, ADP payroll and timekeeping, benefits carriers, retirement and leave vendors, and other business platforms.
- Manage HRIS consultants, implementation partners, and third-party service providers, including scope, deliverables, issue escalation, timelines, service quality, and knowledge transfer.
- Partner with technical teams and vendors to design, test, monitor, troubleshoot, and document inbound and outbound interfaces and file feeds.
- Review proposed system and integration changes for downstream impact, data integrity, security, and operational readiness before release.
Data Governance, Security and Compliance
- Establish and maintain standards for HR data definitions, ownership, quality, retention, access, and change control.
- Oversee role-based security and access reviews, applying least-privilege principles and appropriate separation of duties.
- Coordinate data audits and reconciliations across HR, payroll, timekeeping, benefits, and finance systems; lead correction and prevention efforts when issues arise.
- Support internal and external audits, regulatory reporting, records requests, and other compliance activities by producing accurate and appropriately controlled data.
- Partner with Privacy, Information Security, Legal, and Compliance stakeholders on controls for sensitive employee information and third-party access.
Reporting Analytics and Process Improvement
- Oversee recurring and ad hoc HR reporting and develop reliable dashboards and data sets for HR and business leaders.
- Clarify reporting requirements, validate results, and promote consistent use of definitions and sources across the organization.
- Evaluate HR processes and system utilization, identify root causes of recurring issues, and implement practical improvements through configuration, workflow, integration, documentation, or training changes.
- Maintain an HRIS roadmap and prioritized backlog aligned with operational needs, compliance requirements, and the broader HR technology strategy.
People Leadership and Partnership
- Lead, coach, and develop two Senior HRIS Analysts; set clear goals, assign work, monitor quality and timeliness, and support professional growth.
- Create clear ownership within the team while ensuring adequate backup coverage for critical systems, processes, and integrations.
- Serve as a trusted partner to HR, Payroll, Finance, Information Technology, and business leaders by explaining system options, constraints, risks, and tradeoffs in practical terms.
- Promote disciplined project management, documentation, testing, and change controls
Perform other related duties and contribute to other HR priorities consistent with the professional level, qualifications, and general scope of the role.
EDUCATION: Bachelor's degree in human resources, information systems, business, or a related field, or an equivalent combination of education and experience.
EXPERIENCE & SKILLS: - At least five (5) years of progressively responsible HRIS experience, including experience leading projects, programs, or a team.
- Experience administering a major cloud-based HCM platform. Workday and/or Oracle HCM experience strongly preferred.
- Experience supporting payroll and timekeeping integrations. ADP experience is preferred.
- Workday HCM and/or Payroll experience is strongly preferred, including implementation, configuration, integration, or post-production support experience.
- Experience managing consultants, implementation partners, vendors, and technical deliverables.
- Proficiency with Microsoft Office Suite, particularly Excel and Outlook
- Strong working knowledge of HRIS administration, system configuration, business processes, data structures, reporting, integrations, and security.
- Working knowledge of payroll and timekeeping processes, data dependencies, controls, and reconciliation requirements.
- Ability to analyze varied operational problems, identify root causes, assess alternatives, and implement sustainable solutions.
- Strong project management skills, including requirements gathering, planning, testing, issue tracking, risk management, and stakeholder communication.
- Ability to manage multiple priorities and external partners while maintaining accountability for deadlines and quality.
- Clear written and verbal communication skills, with the ability to translate technical information for nontechnical audiences and business requirements for technical teams.
- Sound judgment when handling confidential employee data and making decisions that affect payroll, compliance, and employee experience.
- Demonstrated ability to lead experienced professionals, provide feedback, and build team capability.
Other duties or responsibilities as assigned.
CA Salary RangeUSD $154,839.90 - USD $224,555.45 /Yr.
Bonus EligibleYes
