Global HRIS Project Manager

Role The Global HRIS Project Manager leads the HRIS project portfolio and drives disciplined execution across HR technology, HR operations, and enterprise transformation initiatives. This role will establish PMO governance, portfolio visibility, resource and risk management, and senior stakeholder communication across HRIS, HRIT, Payroll Operations, IT, Finance, and HR Operations. This is a strategic, enterprise-wide role that shapes how the organization manages and delivers projects and will be involved in driving operational excellence as well as transforming HRIS across global stakeholder groups. Ideal candidate characteristics: Hands-on HR transformation leader who builds structure where it doesn’t yet exist – without over-engineering. Strong HR domain fluency across the employee lifecycle: HRIS, comp, workforce planning, analytics, and service delivery. Proven ability to influence senior HR, IT, Finance, and business stakeholders and drive decisions. Hands-on with Workday, SAP SuccessFactors, UKG/Strada, Oracle, Monday.com, or similar HR/work management platforms. Translates messy project activity into a clear portfolio story for executives, HR partners, and delivery teams. Understands or has experience in technology and can act in an architectural capacity to connect dots across projects and initiatives, as well as help project resources identify gap Reports to : Director of HR Technology and Payroll PURPOSE OF THE JOB The Global HRIS Project Manager leads the HRIS project portfolio and drives disciplined execution across HR technology, HR operations, and enterprise transformation initiatives. This role will establish PMO governance, portfolio visibility, resource and risk management, and senior stakeholder communication across HRIS, HRIT, Payroll Operations, IT, Finance, and HR Operations. This is a strategic, enterprise-wide role that shapes how the organization manages and delivers projects and will be involved in driving operational excellence as well as transforming HRIS across global stakeholder groups. Ideal candidate characteristics: Hands-on HR transformation leader who builds structure where it doesn`t yet exist – without over-engineering. Strong HR domain fluency across the employee lifecycle: HRIS, comp, workforce planning, analytics, and service delivery. Proven ability to influence senior HR, IT, Finance, and business stakeholders and drive decisions. Hands-on with Workday, SAP SuccessFactors, UKG/Strada, Oracle, Monday.com, or similar HR/work management platforms. Translates messy project activity into a clear portfolio story for executives, HR partners, and delivery teams. Understands or has experience in technology and can act in an architectural capacity to connect dots across projects and initiatives, as well as help project resources identify gap Reports to : Director of HR Technology and Payroll Span of Control: Individual contributor, indirectly managing stakeholders, teams, and vendors Location: Toledo, OH or Tampa, FL offices Job Responsibilities Portfolio Ownership – Manage the integrated HRIS portfolio: intake, prioritization, milestones, risks, resources, status, and escalation. Enterprise PMO Alignment – Align HRIS work with enterprise PMO standards – governance, stage gates, dependencies, financial tracking, and executive reporting. HR Program Delivery – Lead HR technology implementations, payroll transformation, M&A integration/divestiture, and employee experience programs. HR Operations Partnership – Partner with HR Operations and Shared Services to improve service delivery, transaction accuracy, and employee/manager experience. Executive Communication – Build simple, executive-ready dashboards and portfolio views showing health, decisions needed, risks, and business outcomes. Modern Delivery Tools – Leverage AI-enabled PM tools and work management platforms (e.g., Smartsheet, Copilot) to streamline delivery and surface risks early. Change Leadership – Drive stakeholder alignment, adoption, and sustainment so business outcomes are realized after go-live. Job Requirements MINIMUM QUALIFICATIONS: 10+ years of progressive HR program/project management, HR transformation, or HR technology delivery. 5+ years leading HRIS, HR technology, or HR operations initiatives supporting large employee populations. Enterprise PMO or HR PMO experience – governance, intake/prioritization, portfolio reporting, and risk management. Experience with HR operations / service delivery, process improvement, and M&A integration or divestiture. PMP or equivalent project/program management certification strongly preferred. About Owens Corning Owens Corning is a branded building products leader with three complementary market-leading businesses providing roofing, insulation, and doors primarily for residential markets in North America and Europe. The company operates with an integrated go-to-market strategy and a unique set of OC Advantages – including its iconic brand, unparalleled commercial strength, leading technology, and winning cost position – to help customers win and grow in the market. Owens Corning is committed to helping build better and achieve more through winning partnerships, leading performance, and engaging people. Founded in 1938 and headquartered in Toledo, Ohio, Owens Corning is listed on the New York Stock Exchange (NYSE: OC). For more information, visit . Owens Corning is an equal opportunity employer. Except in limited circumstances such as formal apprenticeship programs, Owens Corning does not employ anyone under the age of 18. #J-18808-Ljbffr Owens Corning