Job Description:

The Sr. HRIS Manager is responsible for the strategy, governance, optimization, and ongoing effectiveness of Holmes Murphy's workforce technology ecosystem, including Workday and related systems. This role leads a team of HR technology professionals and partners closely with Talent & Culture, Finance, Enterprise Technology, and business leaders to ensure workforce systems support organizational goals, improve operational efficiency, and enhance the employee experience.

This position serves as the primary functional leader for HR technology while balancing strategic planning, system governance, analytics oversight, and team leadership.

HR Technology Leadership

• Lead the strategic administration and optimization of Workday and related workforce systems
• Present recommendations, project updates, risks, and decisions to senior leadership and executive stakeholders
• Develop and maintain a multi-year HR technology roadmap aligned to business priorities.
• Establish and manage workforce technology priorities, balancing operational stability, compliance requirements, user experience enhancements, and strategic business initiatives.
• Evaluate new technologies, automation opportunities, and AI capabilities that improve workforce processes and employee experience.
• Partner with Talent & Culture to review business processes to guide best practices, elevate areas for improvement and fully utilize system capabilities for all areas of HCM. 
• Partner with Finance to understand and support business priorities, serving as a consultant for system implementations, integrations, reporting, and ongoing roadmap planning.
• Partner with Enterprise Technology on technology governance, integrations, security, and system reliability.
• Partner with Growth & Development to identify learning needs for user needs to optimize utilization and overall experience; facilitate training as needed and work with the HRIS team to develop documentation. 
• Manage vendor relationship and partnerships. 
• Provide recommendations regarding future HR technology investments and system enhancements.
• Remain connected to a broader Workday community and external education to remain apprised on technology trends. 

Workforce Systems Governance

• Establish governance processes for system changes, security roles, configuration decisions, and release management.
• Oversee Workday functional reviews and ensure alignment with business requirements.
• Maintain accountability for system integrity, data quality, audit readiness, and compliance requirements.
• Lead workforce systems risk management efforts, including disaster recovery and operational resiliency.
• Serve as the strategic consultant and escalation point for complex workforce technology issues.

Analytics & Workforce Insights

• Partner with stakeholders to define workforce reporting and analytics priorities.
• Oversee development of dashboards and workforce metrics.
• Translate workforce data into actionable business insights and recommendations.

Team Leadership

• Lead, develop, and coach HR technology team members.
• Establish priorities, service standards, and performance expectations.
• Build organizational capability within HR technology and workforce systems.
• Ensure appropriate workload distribution between strategic initiatives and operational support activities; perform light configuration as needed to support and develop the team. 
• Foster continuous improvement and a customer-focused mindset across the team.

Knowledge, Skills and Abilities:

• Strong interpersonal skills when working with various customers and peers, using everyday language to communicate effectively with stakeholders who have different levels of understanding and perspectives.
• Ability to communicate effectively and be a strong consultant about solutions, limitations and change management; effectively translate business requirements into technology solutions. 
• Results driven with the ability to take initiative and work in a fast-paced environment.
• Ability to handle confidential information with sensitivity.
• Strong attention to detail and ability to prioritize and effectively delegate workload.
• Customer-driven with emphasis on results.
• Passion, enthusiasm, creativity, and a positive outlook with a commitment to excellence and high standards.
• Uses practical approaches for choosing a course of action or develops appropriate solutions to issues that arise.
• Excellent project and time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Ability to apply common sense understanding to carry out instructions furnished in written, oral or diagram form. Ability to deal with problems involving several concrete variables in standardized situations.
• Must be knowledgeable of and comply with HMA's Client Privacy Policy, HIPAA regulations and E&O procedures and policies.

Qualifications:

• Education: Bachelor's degree or equivalent combination of education and experience preferred.
• Experience: 5+ years of HRIS, HR technology, workforce systems or related experience, including Workday, or related experience.  3+ years leading HR technology teams or complex cross-functional initiatives. 

• In addition to the responsibilities, knowledge, skills, and abilities outlined in this job description, the Company also assesses and develops employees based on core and technical competencies through a performance management process. Competencies applicable to this role include:

Core Competencies

• Trust: Build trust through honest and caring actions and consistently do the right thing.
• Communication: Seek understanding to convey messages and information to others in a caring and constructive manner.
• Client Focus: Establish meaningful relationships with clients (internal and external) by supporting their unique potential and delivering an impactful experience.
• Teamwork: Contributes to the success of the organization by effectively influencing others and uplifting their experiences and unique strengths.

Technical Competencies:

• Human Capital Knowledge, Principles & Practice - Invests in the development of human capital knowledge including changing and emerging trends and applies relevant principles and practices throughout daily responsibilities.
• Relationship Management - Actively fosters relationships by seeking to understand appropriate parties, prioritizing problem solving, and collaborating to deliver unique and impactful solutions.
• Critical Thinking & Execution - Ability to analyze, interpret, and evaluate information from multiple sources and make connections between logical ideas and the bigger picture to objectively and rationally craft and execute innovative solutions to intricate challenges.

Benefits: In addition to core benefits like health, dental and vision, also enjoy benefits such as:

• Paid Parental Leave and supportive New Parent Benefits — We know being a working parent is hard, and we want to support our employees in this journey!
• Company paid continuing Education & Tuition Reimbursement — We support those who want to develop and grow.
• 401k Profit Sharing — Each year, Holmes Murphy makes a lump sum contribution to every full-time employee’s 401k. This means, even if you’re not in a position to set money aside for the future at any point in time, Holmes Murphy will do it on your behalf! We are forward-thinking and want to be sure your future is cared for.
• Generous time off practices in addition to paid holidays — Yes, we actually encourage employees to use their time off, and they do. After all, you can’t be at your best for our clients if you’re not at your best for yourself first.
• Supportive of community efforts with paid Volunteer time off and employee matching gifts to charities that are important to you — Through our we offer several vehicles where you can make an impact and care for those around you.
• Inclusion & Belonging Programs — Holmes Murphy is committed to celebrating every employee’s unique potential. Through inclusion and belonging initiatives, titled Uniquely United, not only do we offer employees a paid Diversity Day time-off option, but we also have a Uniquely United Committee, Employee Resource Groups, and development programs to advance our culture of belonging. We encourage employees to engage in ways that are meaningful to them to enhance their overall experience! 
• Consistent merit increase and promotion opportunities — Employees are reviewed annually for merit increases and promotion opportunities because we believe growth is important — not only with your financial wellbeing, but also your career wellbeing.
• Discretionary bonus opportunity — Yes, there is an annual opportunity to make more money. Who doesn’t love that?!