Manager, HRIS & Talent Systems

Position Summary

The Manager, HRIS & Talent Systems is responsible for the administration, optimization, governance, and strategic management of the organization's Human Resources Information System (HRIS) and talent management technologies.

Essential Duties And Responsibilities

• Serve as the primary administrator and subject matter expert for the organization's HRIS and talent management systems.
• Manage day-to-day HRIS operations, including system configuration, security administration, workflow management, maintenance, and troubleshooting.
• Ensure the accuracy, integrity, confidentiality, and security of employee and organizational data.
• Develop and maintain governance processes, system documentation, data standards, and operating procedures.
• Monitor system performance and implement process improvements to enhance efficiency and user experience.
• Establish and maintain system controls to support compliance with company policies and applicable regulations.
• Lead the implementation, administration, optimization, and ongoing support of the organization's Applicant Tracking System (ATS), including Lever or successor platforms.
• Configure recruiting workflows, requisition approvals, candidate pipelines, reporting, and integrations.
• Partner with Talent Acquisition and HR leadership to improve recruiting processes and candidate experience.
• Monitor system effectiveness and recommend enhancements to support talent acquisition strategies.
• Develop, maintain, and distribute standard and ad hoc HR reports, dashboards, and workforce analytics.
• Provide reporting and analytical support for compensation, recruiting, turnover, diversity metrics, workforce planning, compliance, and organizational effectiveness initiatives.
• Analyze workforce trends and identify opportunities to improve business outcomes through data-driven insights.
• Ensure reporting accuracy and consistency across HR systems and data sources.
• Lead HR technology implementations, system upgrades, or optimization projects.
• Evaluate system functionality and identify opportunities for automation, process improvement, and increased operational effectiveness.
• Collaborate with vendors, consultants, IT teams, and business stakeholders during implementations and system enhancements.
• Manage testing, validation, issue resolution, and deployment activities related to system changes.
• Support compliance with applicable federal, state, and local employment laws and reporting requirements.
• Ensure HRIS processes align with data privacy, security, records retention, and audit requirements.
• Maintain audit-ready documentation and support internal and external audits.
• Monitor industry trends, technology developments, and regulatory changes that impact HR systems and processes.
• Partner with HR, Payroll, Finance, Operations, and IT to understand business requirements and develop system solutions.
• Provide system training, user support, and guidance to employees, managers, and HR team members.
• Develop user documentation, training materials, and process guides.
• Serve as an escalation point for HR system-related inquiries and issues.
• Support compensation, benefits, organizational design, and workforce planning initiatives through data management and reporting capabilities.
• Aid in the development of HR metrics and executive-level reporting for leadership and board presentations.
• Contribute to HR transformation initiatives, process standardization, and continuous improvement activities.
• Participate in special projects and perform other duties as assigned.

Required Qualifications

• Bachelor's degree in Human Resources, Information Systems, Business Administration, Computer Science, or a related field.
• Five (5) or more years of progressive experience in HRIS administration, HR operations, HR technology, or a related field.
• Experience administering enterprise HRIS platforms, preferably ADP Workforce Now or similar systems.
• Experience supporting HR data management, reporting, analytics, and process improvement initiatives.
• Experience leading HR technology implementations, system upgrades, or optimization projects.

Technical Knowledge And Skills

• Strong knowledge of HRIS platforms, applicant tracking systems, and HR technology ecosystems.
• Experience with HR data management, reporting tools, dashboards, and workforce analytics.
• Proficiency in Microsoft Office applications, including advanced Excel skills.
• Strong understanding of HR operations, data governance, compliance requirements, and best practices.
• Experience managing system integrations and vendor relationships.
• Strong analytical, organizational, and problem-solving abilities.
• Excellent project management and process improvement skills.
• Effective verbal, written, and presentation communication skills.

Preferred Qualifications

• HRIP (Human Resource Information Professional), SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
• Experience administering ADP Workforce Now.
• Experience implementing and supporting Lever or other applicant tracking systems.
• Experience with compensation, workforce planning, and talent management systems.
• Experience in a multi-state or multi-location organization.
• Experience supporting public company, pre-IPO, or high-growth environments.
• Experience with business intelligence and reporting tools such as Power BI, Tableau, or similar platforms.

Equal Employment Opportunity Statement

The Company is an Equal Opportunity Employer and is committed to maintaining a workplace free from discrimination and harassment. Employment decisions are made without regard to race, color, religion, creed, sex, pregnancy, childbirth or related medical conditions, sexual orientation, gender identity or expression, national origin, ancestry, age, disability, genetic information, military or veteran status, marital status, citizenship status, or any other characteristic protected by applicable federal, state, or local law.

Reasonable Accommodation Statement

The Company is committed to providing reasonable accommodations to qualified individuals with disabilities and to applicants throughout the recruitment and employment process. Individuals who require accommodation to participate in the application process or perform the essential functions of the position should contact Human Resources.