HRIS Manager

About the Role The HRIS Manager will lead the management and continuous improvement of the Human Resources Information System within a dynamic manufacturing environment. This role is pivotal in ensuring the accuracy, security, and efficiency of HR data and processes, enabling informed decision‑making across the organization. The HRIS Manager will collaborate closely with HR, IT, and business leaders to align system capabilities with evolving organizational needs and compliance requirements. They will oversee system implementations, upgrades, and integrations, ensuring seamless functionality and minimal disruption to business operations. Ultimately, this position drives the optimization of HR technology to support workforce management, reporting, and analytics that enhance overall organizational performance. Responsibilities Serve as the primary administrator for Precinmac's core HRIS platform, configuring workflows, security roles, and modules to support HR, payroll, and benefits operations across all locations. Own the HRIS roadmap, evaluating upgrades, new modules, and third‑party integrations (payroll, benefits, timekeeping, applicant tracking) to expand system capability. Partner with IT on system architecture, data security, and change management for all HRIS‑related projects. Manage relationships with HRIS vendors, including contract renewals, support escalations, and release management. Champion the adoption of AI‑enabled HRIS capabilities – including intelligent chatbots, predictive analytics, and automated workflow tools – to modernize how the HR function operates. Establish and enforce data governance standards to ensure accuracy, consistency, and compliance of employee data across all systems of record. Build and maintain standard and ad‑hoc reports and dashboards for HR, finance, and executive leadership, including headcount, turnover, compensation, and labor cost analytics. Lead audits of HRIS data and processes to identify and correct discrepancies before they reach payroll or compliance reporting. Support compliance reporting requirements, including EEO‑1, ACA, OSHA, and other federal and state filings, with accurate and timely data extracts. Evaluate and pilot AI‑driven tools for HR use cases such as resume screening, case triage, workforce forecasting, and employee self‑service, partnering with IT and legal on responsible use, data privacy, and bias review. Identify opportunities to automate manual HR processes through system configuration, workflow design, and self‑service tools. Lead system implementations and upgrades from requirements gathering through testing, training, and go‑live, including new‑location HRIS onboarding as Precinmac grows. Partner with Payroll, Benefits, and Talent Acquisition to ensure end‑to‑end data flow across the employee lifecycle, from hire to termination. Document system configurations, standard operating procedures, and user guides to support consistency and continuity. Act as the primary HR technology point of contact for HR business partners, facility leaders, and IT, translating business needs into system solutions. Train HR staff and end users on system functionality, new releases, and reporting tools. Minimum Qualifications Bachelor's degree in Human Resources, Information Technology, Business Administration, or a related field. 5+ years of progressive HRIS experience, including hands‑on administration of a major platform (e.g., Workday, UKG, ADP, SAP SuccessFactors, or comparable). Strong understanding of HR processes including payroll, benefits administration, talent management, and compliance. Excellent analytical, problem‑solving, and project management skills. Solid understanding of HR compliance requirements (FLSA, EEO, ACA, OSHA, multi‑state employment) as they relate to system configuration and reporting. Preferred Qualifications Familiarity with AI and automation tools applicable to HR technology (e.g., generative AI, predictive analytics, intelligent automation) and an interest in evaluating their responsible application within HR. Experience with data analytics tools and reporting software such as Power BI or Tableau. Familiarity with manufacturing industry regulations and workforce management challenges. Demonstrated ability to lead cross‑functional teams and manage complex system implementations. Knowledge of cybersecurity best practices related to HR data privacy and protection. Competencies Collaboration, Trust & Engagement Builds trusted partnerships across HR, IT, and facility leadership; fosters open communication and engagement in every interaction. Customer Focus & Impact Understands the needs of HR business partners, managers, and employees as customers of the HRIS function, and delivers solutions that make a measurable difference. Results & Accountability Takes ownership of data integrity, system performance, and project timelines; holds self and team to a high standard of execution. Business & Financial Insights Connects HRIS data and reporting to broader business outcomes, helping leaders make informed workforce and cost decisions. Innovation & Courage Champions AI‑driven and automation‑first practices to modernize HR technology, proactively bringing new tools to the organization and standing behind change even when it requires difficult conversations. #J-18808-Ljbffr Maine Machine Products Company