HRIS Project Manager

This role requires a strong understanding of how HR functions operate and how systems (e.g., HRIS, payroll platforms, and benefits systems) enable and optimize those processes.

Manage the delivery of programs that improve employee experience, ensure compliance, and enhance operational efficiency, while partnering closely with HR, IT, Finance, and external vendors.

To Be Successful In This Role

• Work effectively with limited direction
• Bring structure to loosely defined problems
• Identify priorities independently
• Translate high level objectives into executable plans
• Navigate evolving requirements
• Maintain alignment with business goals
• Strong analytical skills
• Connect process design with system capabilities
• Strong stakeholder management skills
• Communicate complex HR and systems concepts to both technical and non-technical audiences
• Experience with HR technologies (such as Workday, SAP SuccessFactors, or similar platforms)
• Solid understanding of payroll, benefits, and compliance considerations

Required Qualifications

• Highly ambiguous environment
• Comfortable working in an ambiguous environment
• Ability to work independently
• Ability to identify priorities
• Ability to translate high-level objectives into executable plans
• Ability to navigate evolving requirements
• Ability to maintain alignment with business goals
• Strong analytical skills
• Ability to connect process design with system capabilities
• Strong stakeholder management skills
• Ability to communicate complex HR and systems concepts to both technical and non-technical audiences
• Experience with HR technologies (such as Workday, SAP SuccessFactors, or similar platforms)
• Solid understanding of payroll, benefits, and compliance considerations

Other Information

The position is located in Dallas, TX. CGI provides competitive compensation, comprehensive benefits, and flexible work arrangements. For more details about the benefits, please refer to the Benefits | CGI Careers page. Qualified applicants will receive consideration for employment without regard to their race, ethnicity, ancestry, color, sex, religion, creed, age, national origin, citizenship status, disability, pregnancy, medical condition, military and veteran status, marital status, sexual orientation or perceived sexual orientation, gender, gender identity, and gender expression, familial status or responsibilities, reproductive health decisions, political affiliation, genetic information, height, weight, or any other legally protected status or characteristics to the extent required by applicable federal, state, and/or local laws where we do business. CGI makes reasonable accommodations to qualified individuals with disabilities. If you need an accommodation to apply for a job in the U.S., please email the CGI U.S. Employment Compliance mailbox at US_Employment_Compliance@cgi.com. You will need to reference the Position ID of the position in which you are interested. Your message will be routed to the appropriate recruiter who will assist you. Please note, this email address is only to be used for those individuals who need an accommodation to apply for a job. Emails for any other reason or those that do not include a Position ID will not be returned. We make it easy to translate military experience and skills! Click here to be directed to our site that is dedicated to veterans and transitioning service members. All CGI offers of employment in the U.S. are contingent upon the ability to successfully complete a background investigation. Background investigation components can vary dependent upon specific assignment and/or level of US government security clearance held. Dependent upon role and/or federal government security clearance requirements, and in accordance with applicable laws, some background investigations may include a credit check. CGI will consider for employment qualified applicants with arrests and conviction records in accordance with all local regulations and ordinances. CGI will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with CGI’s legal duty to furnish information.