HRIS Manager

LOCATION: Any Spencer Fane Office Location (Hybrid or Remote Work-Environment) REPORTS TO: Senior HR Manager, Total Rewards POSITION SUMMARY: Under general direction, the HRIS Manager is responsible for the administration, optimization, and ongoing support of the organization’s HR technology platforms. This role oversees system configuration, security and access management, data governance, integrations, reporting, and day‑to‑day system operations. The HRIS Manager ensures data integrity, drives user adoption, streamlines business processes, and enhances the employee experience through effective use of HR technology. The HRIS Manager partners closely with Human Resources, Payroll, Finance, Information Technology, and other business stakeholders to identify process improvement opportunities, support system enhancements and integrations, and deliver scalable technology solutions. This role serves as a subject matter expert, translating business requirements into practical system solutions while ensuring alignment with organizational policies, compliance requirements, and strategic objectives. COMPENSATION: At Spencer Fane, we carefully consider a wide range of factors when determining compensation, including but not limited to location, skillset, experience, training, licenses, certifications and other business or organizational needs. Compensation will be determined based on the above factors along with the requirements of the position. We expect the starting salary for this position to be between $95,000 and $129,500. PRIMARY RESPONSIBILITIES: System Ownership & Administration Manage the daily administration of HR technology platforms, including system configuration, security roles, permissions, workflows, and troubleshooting. Maintain data integrity through audits, quality controls, and proactive monitoring of system performance and data accuracy. Develop, maintain, and document system procedures, workflows, standards, and operating guidelines. Oversee system releases, upgrades, and enhancements, including impact assessments, testing, deployment, and stakeholder communications. Manage system integrations and coordinate issue resolution with internal and external partners. User Support & Training Serve as the primary point of contact for HR systems support, providing assistance to HR staff, managers, and employees. Develop and deliver training programs, job aids, and user communications to support adoption and effective system utilization. Monitor support requests, identify recurring issues, and recommend system or process improvements. Promote a positive user experience through responsive support and continuous education. HR & Business Stakeholder Partnership Collaborate with HR leadership and functional teams to ensure systems effectively support business processes across the employee lifecycle. Partner with Payroll and Finance to maintain accurate data flow, security controls, and system functionality supporting payroll, accounting, and compliance activities. Work closely with IT and third‑party vendors to support integrations, data management, system security, and technical troubleshooting. Act as the liaison between business stakeholders and technical teams to align business requirements with system capabilities and strategic objectives. Process Improvement & Optimization Drive continuous improvement initiatives by modernizing workflows, automating manual processes, and identifying opportunities to increase operational efficiency. Translate business needs into system configurations, enhancements, and technical requirements. Lead or support HR technology projects, ensuring timely execution, stakeholder alignment, and successful implementation. Evaluate current processes and recommend solutions that improve scalability, accuracy, and user experience. Compliance & Reporting Ensure HR systems and processes comply with organizational policies, data governance standards, and applicable federal, state, and local regulations. Support internal and external audits through accurate documentation, reporting, and controlled access management. Develop and maintain reports, dashboards, and analytics that provide meaningful insights for HR and business leaders. Establish and maintain governance practices related to system access, data security, change management, and record retention. QUALIFICATIONS: Education: Bachelor's degree in Human Resources, Business Administration, Information Systems, Psychology, or a related field required. Advanced coursework, certifications, or professional credentials in HR, HRIS, data analytics, project management, or related disciplines preferred. EXPERIENCE, SKILLS & COMPETENCIES: Experience: Minimum of 4 years of progressive experience in HR technology, HRIS administration, or HR operations, including direct responsibility for system configuration, security, and data governance. Experience supporting or administering HCM platforms in mid‑to large‑scale organizations (500+ employees), with UKG experience strongly preferred. Demonstrated success improving system workflows, automating manual processes, and contributing to HR technology documentation, standard operating procedures, and process improvements. Experience working in environments with complex integrations, cross‑functional stakeholders, or regulated operational requirements is preferred. Technical & Analytical Skills: Demonstrates advanced proficiency in Microsoft 365 and strong HR systems expertise, including system architecture, configuration, security, workflows, and data management. Leverages analytics, reporting tools (e.g., Power BI, SQL), and process automation to generate actionable insights, resolve issues, and streamline manual processes. Confidentiality & Data Privacy: Upholds the highest standards of data integrity, security, and discretion by safeguarding sensitive HR and employee information. Ensures all system access, data handling, and documentation practices meet organizational confidentiality requirements and applicable legal obligations. System Administration & Data Governance: Applies sound judgment in managing system access, configuration decisions, and data controls, ensuring HR technologies operate securely and align with governance standards, audit requirements, and compliance obligations. Proactively identifies, mitigates, and escalates data, process, or security risks as appropriate. Process Management: Establishes and maintains scalable procedures, documentation standards, and change‑control protocols to ensure accurate, audit‑ready system records. Supports the development and continuous improvement of HR technology workflows, standard operating procedures, and operational documentation. Communication: Communicates technical concepts effectively to stakeholders at all levels, develops clear documentation and training materials that promote consistent system adoption, and builds strong cross‑functional partnerships to support a complex HR technology environment. Professionalism: Demonstrates credibility, discretion, and professionalism in handling sensitive information. Exercises strong analytical judgment to deliver accurate, scalable solutions and adapts effectively to evolving business needs while maintaining consistent, high‑quality performance. SUPERVISORY RESPONSIBILITY: Provides mentorship, training, and guidance to others, no direct supervisory authority required. WORKING CONDITIONS: Primarily performed in an office or hybrid work environment with frequent collaboration across HR, IT, Payroll, and other business units. Occasional travel to other company locations or vendor meetings may be required to support system implementations, training, or technology‑related initiatives. Work hours generally align with standard business hours; however, periodic evenings or weekends may be required for system upgrades, maintenance windows, or time‑sensitive technical issues. Fast‑paced, confidential environment requiring discretion, adaptability, and strong attention to detail, with the ability to manage multiple system tasks, priorities, and deadlines simultaneously. PHYSICAL REQUIREMENTS: Regularly required to sit for extended periods while performing system configuration, data analysis, documentation, and technical troubleshooting. Ability to lift and carry up to 25 lbs as necessary for transporting equipment, materials, or technology hardware. Ability to perform repetitive motions, including typing, data entry, and reviewing electronic documentation. Occasional bending, reaching, or handling of office materials or IT equipment may be required. Adequate visual and auditory ability to review system data, participate in virtual meetings, engage in troubleshooting, and communicate effectively in person or via video or phone. DISCLAIMER: The above statements are intended to describe the general nature and level of work being performed by individuals assigned to this position. They are not intended to be an exhaustive list of all duties, responsibilities, and skills required of personnel so classified. #J-18808-Ljbffr