Senior HRIS Manager

Best People + Right Culture. These are the driving forces behind JE Dunn’s success. By hiring inspired people, giving them interesting and challenging work, enabling them with innovative tools, and letting them share in the company’s rewards, we’ve found a sustainable way to grow in our industry for the last 100+ years. Our diverse teams around the country strive to enrich lives through inspired people and places everyday, and we need inspired people like you to join us in building authentic partnerships. Role Summary The Senior HRIS Manager provides strategic and operational leadership for the organization’s HR technology ecosystem, serving as the primary HRIS partner to HR, Payroll, IT, Finance, and business leaders. This position will provide strategic leadership to drive the planning and adoption of business processes and tools to drive scalability, efficiency, and continuous improvement, with particular emphasis on HR Core, Payroll and Benefit systems. In addition, this position will partner with the Business leaders, HR, Total Rewards, Payroll and HRIS leadership to innovate through automation, process improvement, and system enhancements. All activities will be performed in support of the strategy, vision, and values of JE Dunn. Autonomy & Decision-Making: Makes decisions within defined limits of authority and consults supervisor on other decisions. Career Path: Various. Key Role Responsibilities - Core

HRIS MANAGEMENT FAMILY - CORE

Serve as the functional owner for SAP SuccessFactors Employee Central and Employee Central Payroll, while providing leadership and technical oversight for Workforce Software and all Benefits related systems and integrations. Provide deep functional and technical expertise across system configuration, architecture, business rules, security, interfaces, data structures, workflows, reporting, release management, and ongoing administration. Partner with HR, Total Rewards, Payroll, IT, Finance, and business leaders to translate business needs into scalable HR technology solutions that enhance employee experience, operational efficiency, and data integrity. Lead complex HR technology initiatives, including implementations, acquisitions, divestitures, upgrades, transformations, integrations, and continuous improvement efforts from strategy through deployment and stabilization. Provide leadership and oversight for HRIS projects, including scope definition, resource planning, stakeholder engagement, risk and issue management, testing, change management, documentation, training, and successful delivery. Develop and maintain the HR technology roadmap; evaluate and prioritize enhancements, investments and emerging technologies that support workforce growth, compliance requirements, and measurable business outcomes. Establish and maintain HR systems governance, data standards, security controls, business rules and data integrity protocols across HR, Total Rewards, Payroll, Finance, IT and other connected platforms. Collaborate with Payroll leaders to optimize payroll operations, integrations, and controls and to support the successful execution of payroll-related projects and enhancements across SAP Payroll and SuccessFactors ECP. Collaborate with Total Rewards team to optimize Benefit systems, integrations, and controls and to support the successful execution of benefit-related projects and enhancements across SAP SuccessFactors HCM, SuccessFactors ECP, BenefitFocus, Fidelity, and other related benefits systems. Oversee system releases, upgrades, patches and vendor-delivered changes, coordinating impact analysis, regression testing, deployment, and post-production support. Drive business decisions through accurate reporting, analytics, and insights; oversee standard and ad hoc reporting, queries, audits, and data quality monitoring. Act as the liaison among business users, software vendors, implementation partners and IT to resolve issues, integrate solutions and deliver system enhancements. Lead vendor and consulting partner management, including relationship management, performance oversight, issue resolution, contract support, and resource coordination. Establish and monitor key performance indicators and system health metrics to measure platform effectiveness, adoption, service delivery, operational efficiency, and return on investment. Ensure user procedures, system documentation, training materials, and support models are current, effective, and sustainable. Key Role Responsibilities - Additional Core Provide long-term vision, strategic leadership, and technical direction for HR technology, HRIS operations and best-practice process improvement. Lead, mentor and develop HRIS and Payroll system professionals while fostering a culture of accountability, innovation, customer service, knowledge sharing, and continuous improvement. Establish team objectives, priorities, resource plans and work assignments, balance capacity across operational support, projects, enhancements, and strategic initiatives. Create clear decision-making, escalation and delivery practices that enable the team to execute short- and long-term goals effectively. Influence stakeholders and guide decisions in complex or sensitive situations while maintaining strong, collaborative relationships. Identify and remove obstacles, resolve escalated issues, and ensure timely, high-quality delivery of HRIS services and solutions. Serve as a change leader by supporting enterprise transformation and helping leaders, employees and HR teams adopt new processes and technology. Managing Others Inspires a sense of team in the work environment and uses communication and conflict-resolution skills to foster teamwork and collaboration. Communicates goals and expectations, connects team priorities to broader organizational objectives, and recognizes individual and team accomplishments. Assesses and manages the quality, timeliness and effectiveness of work produced by the team. Creates and manages schedules, assignments, goals, and development plans to optimize productivity, capability, and resource utilization. Provides timely feedback and coaching to strengthen individual performance, technical capability, leadership effectiveness, and career development. Models professionalism, sound judgment, accountability, and positive approaches to change. Knowledge, Skills & Abilities Demonstrated leadership capability, including the ability to set direction, develop talent, build accountability, and lead teams through change. Deep functional and technical expertise in SAP SuccessFactors Employee Central, Employee Central Payroll, Workforce Software, BenefitFocus or other Benefit related systems. Advanced understanding of HR and payroll processes, system architecture, configuration, security, integrations, testing, release management, data governance, and controls. Proven ability to lead enterprise-scale HR technology implementations, transformations, acquisitions, integrations, and optimization initiatives. Strong project and program management skills, including scope, resources, timelines, risks, vendors, testing, change management and delivery governance. Ability to develop HR technology strategies, roadmaps, governance models, and business cases and to translate strategy into executable plans. Exceptional stakeholder management, facilitation, and executive communication skills, with the ability to influence decisions across organizational levels. Strong analytical, problem-solving and process-improvement capabilities with a focus on measurable outcomes. Demonstrated knowledge of report writing, querying, data analysis, database management, and data auditing. Ability to work collaboratively and cross-functionally and to build durable relationships with internal and external partners. Advanced organizational skills, attention to detail, adaptability, initiative, and the ability to manage competing priorities. Intermediate proficiency in Microsoft Office and the ability to learn and effectively use additional software, tools, and systems. Education Bachelor’s degree in Human Resources, computer science or information technology or related field (Required) Masters degree in Human Resources, computer science or information technology or related field (Preferred) In lieu of the above requirements, relevant experience will be considered Experience 8-12 years of progressive HRIS experience, including employee systems oversight, technical administration, implementation, and project leadership. 5+ years of hands-on SAP SuccessFactors administration, implementation, or leadership experience, with deep experience in Employee Central and Employee Central Payroll, Workforce Software, BenefitFocus strongly preferred. Proven experience leading cross-functional HR technology work involving HR, Total Rewards, Payroll, IT, Finance, and third-party vendors SAP SuccessFactors Employee Central and/or Employee Central Payroll certification preferred. Certifications Successful completion of company training and role-specific professional development coursework, within required timeframe (Required) Working Environment Benefits Information This role is expected to accept applications for at least three business days and may continue to be posted until a qualified applicant is selected or the position has been cancelled. JE Dunn Construction is committed to hiring and retaining a diverse workforce. We are proud to be an Equal Opportunity/Affirmative Action Employer and it is our policy to provide equal opportunity to all people without regard to race, color, religion, national origin, ancestry, marital status, veteran status, age, disability, pregnancy, genetic information, citizenship status, sex, sexual orientation, gender identity or any other legally protected category. JE Dunn Construction is a background screening, drug-free workplace. JE Dunn provides reasonable accommodations to qualified individuals with disabilities. If you would like to request a reasonable accommodation in order to apply for a job, please submit your request to View email address on click.appcast.io JE Dunn Construction Company does not accept unsolicited resumes from search firms or agencies. Any resume submitted to any employee of JE Dunn Construction without a prior written search agreement will be considered unsolicited and the property of JE Dunn Construction Company. Please, no phone calls or emails. For this opportunity, JE Dunn Construction will not sponsor an applicant for work visa status or employment authorization, nor will we offer any immigration-related support for this position (including but not limited to H-1B, F-1 OPT, F-1 STEM OPT, F-1 CPT, J-1, TN-1 or TN-2, E-3, O-1, or future sponsorship for U.S. lawful permanent residence status.)*** #J-18808-Ljbffr JE Dunn Construction