Manager, HRIS Operations

Job Description The Manager, HRIS Operations is responsible for the operational ownership, stability, and day‑to‑day management of all people and development systems, including but not limited to Workday and vi by Aderant. This role ensures that systems are reliable, compliant, and well‑governed, serving as the central point of accountability for system operations, intake, release coordination, issue management, and cross‑functional execution. Responsibilities Own the day‑to‑day operation of all people and development systems, ensuring stability, data integrity, and consistent user experience. Act as the primary operational owner for Workday and related people platforms, coordinating activity across people and development, HRIS, IT, and vendors. In collaboration with IT, ensure system configurations, updates, and enhancements align with approved processes, controls, and governance standards. Drive innovation across the people and development function by identifying opportunities to improve processes, leverage technology, and enhance the employee and manager experience. Champion the use of data, reporting, and analytics to provide actionable insights that inform business decisions, workforce planning, and operational priorities. Partner with people and development leaders to translate business needs into scalable system solutions, dashboards, and process improvements. Monitor system performance, issues, and risk areas; proactively address operational gaps. In collaboration with IT, oversee systems release planning, including testing coordination, approvals, and production readiness. Partner with Functional Analysts and IT to ensure changes are properly documented, tested, and signed off before migration. Enforce release discipline and timelines, including pre and post‑production validation. Maintain visibility into upcoming changes, dependencies, and operational risks. Oversee people and development systems intake processes (tickets, enhancements, break/fix issues). Partner with leadership and HRIS stakeholders to prioritize work based on urgency, compliance, and operational impact. Maintain centralized tracking of BAU work, enhancements, and projects, ensuring clarity on status and ownership. Lead escalation of people and development system issues that impact business operations. Coordinate root‑cause analysis, remediation plans, and stakeholder communication for system incidents. Liaise with IT and vendors on resolution of integration, security, or platform issues. Track recurring issues and drive preventative operational improvements. Ensure people and development systems adhere to governance standards, audit requirements, and documented controls. Maintain operational documentation, including process flows, approvals, testing evidence, and change records. Provide day‑to‑day work direction to HRIS team members. Qualifications Bachelor's degree and 5+ years of HR systems or Workday functional experience. In lieu of bachelor's degree, 9 years of professional experience, preferably in human resources, HRIS, or benefits. Additional functional experience with human resources and its related functional areas is strongly preferred. Must display exceptional judgment and confidentiality. Experience in a law firm or professional services setting preferred. Advanced expertise in HR Information Systems. Workday highly preferred. Knowledge and experience with SQL, Crystal Reports, HTML, and CSS preferred. Proficiency in Microsoft Office Suite, or ability to learn tech stacks quickly. Excellent verbal and written communication skills; with the ability to influence across levels and functions. Ability to juggle multiple priorities at once and maintain attention to detail. Detail oriented with high standards for accuracy and precision. Benefits Norton Rose Fulbright US LLP is committed to providing employees with a comprehensive and competitive benefits package that supports you, your health, and your family. Benefit packages include access to three medical plans, dental, vision, life, and disability insurance, as well as pre‑tax benefits such as health savings and flexible spending accounts. Norton Rose Fulbright helps provide financial security by allowing employees to participate in a 401(k) savings plan and profit‑sharing plans if eligible. Full‑time employees are eligible to access fertility benefits designed to support fertility and family‑forming journeys. In addition to the Firm's health and welfare benefits above, we offer a competitive paid time off plan, which provides a minimum of 20 days off based on your role and tenure with the firm. The firm offers a generous paid parental leave benefit allowing parents to take a minimum of 14 weeks of paid leave to bond with your newborn, or adopted child(ren). Employees are also entitled to 11 firm holidays. Equal Opportunity and Equal Employment Opportunity Statement Norton Rose Fulbright US LLP is an Equal Opportunity Employer and complies with all applicable federal laws and their implementing regulations that require the collection and recording of certain data and information. The information we receive will not be used to make any decision regarding employment and will be kept separate from your application. Similarly, self‑identification information is kept confidential and used only in accordance with applicable federal laws and regulations. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability or protected veteran status. Norton Rose Fulbright is committed to providing reasonable accommodation as an Equal Opportunity Employer to applicants with disabilities. If you require assistance or accommodation to complete your application, please contact View email address on click.appcast.io. We will make a determination on your request for reasonable accommodation on a case‑by‑case basis. This business uses E-Verify in its hiring practices to achieve a lawful workforce. Norton Rose Fulbright US LLP 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 firm, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c). #J-18808-Ljbffr Phase2 Technology