HRIS Manager

ABOUT IMI IMI, Inc. is seeking a hands‑on, execution‑oriented HRIS Manager to join our HR team in this newly created role. The position is preferably based in Granite City, IL; however, strong candidates may also be considered in Chesterfield, MO, Nashville, TN, Charlotte, NC, or Raleigh, NC. The HRIS Manager serves as the company’s subject‑matter expert and strategic owner of the Human Resources Information Systems landscape, including implementation of a new ATS and HRIS platform currently in the review and selection phase. This role is responsible for the configuration, optimization, governance, integration, security, and overall management of HR systems supporting a large and rapidly growing organization. The HRIS Manager partners closely with HR, Payroll, IT, Accounting, and Compliance to ensure systems scalability, data integrity, operational efficiency, and alignment with enterprise business objectives. COMPENSATION AND BENEFITS We offer a total rewards package that is designed to support your whole life, at work and at home: Salary Range: $110k - $145k (based upon education, knowledge, skills, and experience) 100% Employee Owned Company (ESOP) Annual Bonus Opportunity Free employee‑only health, dental, and vision insurance; family coverage available 401(k) with discretionary company contributions Paid Time Off Paid Holidays Paid Parental Leave Tuition Reimbursement Employee Assistance Program (EAP) Gym Reimbursement Program WHAT YOU’LL DO HRIS Strategy & Governance Own the end‑to‑end administration, optimization, and strategic roadmap of the company’s ATS, HRIS, and future HR technologies, including LMS and workforce analytics platforms. Manage and optimize modules including Core HR, Payroll, Benefits, Time & Attendance, Talent Management, Compensation, Reporting, and Security. Establish and maintain HRIS governance frameworks, data standards, system controls, and documentation to ensure compliance, consistency, and scalability. Serve as the primary liaison with HR technology vendors and implementation partners, managing vendor relationships, escalations, upgrades, and roadmap planning. Evaluate, recommend, and lead HR technology enhancements, integrations, and implementations aligned with company strategy and long‑term growth objectives. Lead enterprise HR technology implementations including requirements gathering, configuration strategy, testing, deployment, change management, training, and post‑go‑live optimization. System Configuration & Optimization Configure, test, maintain, and optimize HR systems to support complex organizational structures, multi‑entity payrolls, diverse employee populations, and multi‑jurisdictional compliance requirements. Lead system releases, regression testing, enhancements, workflow automation, and user acceptance testing. Analyze and improve HR business processes through automation, workflow optimization, and scalable system design. Ensure system configurations align with compensation, benefits, performance management, talent acquisition, and workforce planning strategies. Oversee HR system integrations with payroll, benefits vendors, finance systems, identity management platforms, and third‑party applications. Ensure system and file room security and compliance by monitoring access and restricting availability to individuals with a legitimate business need in accordance with company policy and applicable regulations. Data Integrity, Reporting & Analytics Ensure data accuracy, audit readiness, and regulatory compliance through strong internal controls, validation processes, and security protocols. Develop and deliver advanced reporting, dashboards, KPIs, and workforce analytics for HR leadership and company management. Partner with executive leadership to support workforce planning, headcount modeling, budgeting, and strategic decision‑making initiatives. Support scalable HR infrastructure and reporting capabilities for acquisitions, office openings, rapid growth, and organizational integration activities. Cross‑Functional Partnership Collaborate closely with HR, Payroll, IT, Finance, Benefits, and operational leadership teams on system workflows, integrations, and process improvements. Act as a trusted advisor to HR leadership on HR technology capabilities, risks, opportunities, and best practices. Drive HR technology adoption through training, communication, stakeholder engagement, and process standardization initiatives. Support enterprise initiatives related to organizational growth, compensation programs, compliance, policy updates, and operational efficiency. Leadership & Support Create and maintain system documentation, SOPs, training materials, and knowledge resources. Develop and deliver training for HR, managers, and employees on HR technology tools and processes. Future State: Lead, mentor, and develop HRIS analysts, administrators, or additional HR technology team members as the function grows. WHAT YOU’LL BRING Bachelor’s degree in Human Resources, Information Systems, Business Administration, or a related field required. Minimum of 5 to 7 years of progressive HRIS experience, including HR system administration, configuration, reporting, integrations, and implementation support. Experience leading or supporting HRIS, ATS, payroll, or related HR technology implementations required. Experience working within a rapidly growing, multi‑site organization preferred; construction, engineering, manufacturing, or industrial industry experience strongly preferred. Strong knowledge of HR systems, workflows, security roles, reporting structures, and data governance practices. Experience managing HR system integrations and working with third‑party vendors and implementation partners preferred. Experience with HRIS platforms such as UKG Pro, ADP, Workday, Dayforce, or similar systems required. Proven ability managing competing priorities, and delivering high‑quality results in a fast‑paced, rapidly evolving environment. Strong analytical and problem‑solving skills with experience developing reports, dashboards, workforce analytics, and operational metrics. Project management and change management experience preferred, including process improvement and cross‑functional coordination. Working knowledge of applicable Human Resources laws and regulations including FMLA, ADA, FLSA, ERISA, COBRA, ACA, and EEO requirements. Strong communication and stakeholder management skills with the ability to effectively partner across HR, Payroll, IT, Finance, and operational leadership teams. High level of organization, attention to detail, discretion, and ability to manage multiple priorities in a fast‑paced environment. Advanced proficiency in Microsoft Office applications, particularly Excel, and strong overall systems aptitude required. Ability to travel occasionally to support multi‑location operations and implementations. Must maintain a valid driver’s license. Must demonstrate behaviors aligned with IMI’s core values and commitment to operational excellence, collaboration, and safety. DIVERSITY IMI is committed to creating a workplace where employees feel respected, valued, and supported. We believe diverse backgrounds, experiences, and perspectives make our teams stronger. EOE/M/F/V/D In compliance with Federal and State equal employment opportunity laws, qualified applicants are considered for all positions without regard to race, color, religion, sex, national origin, age, marital status, veteran status, non‑job‑related disability, or any other protected group status. #J-18808-Ljbffr