HRIS Manager

Overview

Staffing Pros, a division of VETS Inc., is recruiting for a full-time HRIS Manager to support our client in Charlotte, NC.

 

The HRIS Manager works directly with Community of Practice leads and the HR business partners to ensure the successful design and delivery of people processes through tools, technology and data. This position serves as a SME on the core HR processes and functionality of the tools, guides business leaders and HR partners to information, manages enhancements and identifies impacts across the all business units. This role is also responsible for ensuring the change management processes are in place to drive adoption and engagement of the HR processes and tools. For specific tool deployments, this role will partner closely with IT to lay out business requirements, the development of test scripts and coordination of acceptance testing and training. This role serves as a key liaison to external vendors who support People processes, as well as with the internal IT team to develop and deliver HR solutions.  This role ensures effective and efficient service delivery and enables employee and manager self-service.  The HRIS Manager is also responsible for data management, reporting and analytics, delivering HR metrics and dashboards to enable better business decisions.

Responsibilities

• Partner with IT to build out the 3 year HR technology and tools roadmap
• Serve as Project Lead for the deployment of Ultipro enhancements, new modules, self-service tools, and data and reporting
  • Partner closely with HRBPs and CoP leads to lay out project plan and key milestones for system and process enhancements
  • Partner closely with system vendors to deliver technology solution and sustainment plan
  • Liaise with IT to identify the HR system integration points
• Manage the go-forward HR technology portfolio and employee data management (Master data, manager self-service & employee self-service, HR Automation, Mobile technology, Timekeeping, payroll interface, data warehouse, HR reporting)
  • Manage process design and implementation for manager self-service and employee self-service., and level 1 HR service delivery model and triage
  • Manage the current Ultipro portfolio of tools in use today, and lead future deployments of modules (specifically, Succession Planning and Development, Compensation, and Self service)
  • Partner with Training & Development to assess training tools and ensure integration with core HR platform
  • Partner with Recruiting to evaluate AI options and other sourcing technologies to improve process efficiencies and ensure integration into core HR platform
  • Establish an automated channel for level 1 questions and problem resolution
• Partner with IT to manage 3rd party vendors and consultants, ensuring work is valuable and defined; serve as the true “client” for these services and managing vendors to SLA’s
• Ensure data compliance issues are in line with external regulatory requirements
• Gain operational efficiencies through effective tools and processes and data management
• Work closely with the HR team on other change initiatives (tool or process related) to layout a change management program and roadmap for the length of the project
• Assess the magnitude and timing of major changes, the organization's change readiness and the key stakeholders most heavily impacted by the change
• Design, create and manage the overall talent related metrics and talent dashboards (metrics related to: Performance management, Talent Acquisition, Talent Management, D&I )
• Ensure information needs are met through defined reports and detailed analytics
• Understand business requirements and ensure tools can produce reports

Qualifications

• 8-10 years' experience in HR Application / HRIS areas across the key areas of HR lifecycle; Employee data, Compensation, talent management, talent acquisition, learning & development, performance management and succession planning
• Bachelor’ degree required
• HRIS experience required.
• Deep understanding of master data, systems and information integration across all HR applications
• Experience working in Shared Services is extremely helpful
• Compliance experience; understanding of the data compliance rules with a good understanding of information protection rules
• Ability to independently solve problems and make recommendations to remediate issues
• Continuous improvement mindset and a passion for measuring results through data and metrics
• Ability to influence and negotiate
• Proven ability to manage HR projects independently and to leverage contributions of other team members to accomplish projects
• Detail orientation
• Vendor management experience
• Strong organizational skills; change is frequent, must be skilled at shifting competing priorities
• A high degree of interpersonal and verbal and written communications skills
• Proven analytical, critical thinking and problem-solving skills
• Team collaboration skills
• Proven accuracy with data entry
• Must be comfortable with general analytics and reporting methodologies
• Ability to manage large data sets and apply requisite knowledge and gain insights as needed
• Must possess a superior level of integrity and confidentiality skills
• Ability to manage needs of various cross functional teams
• Systems knowledge: Proficiency in Microsoft Office products (Word, Excel, Outlook, PowerPoint, etc.) is required. Intermediate-to-Advanced Excel skill is a plus

Preferred Qualifications:

•  UltiPro experience preferred

EEO Statement

Staffing Pros a division of VETS-inc is an Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities. The contractor 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 the contractor’s legal duty to furnish information.