Manager, HRIS

Manager, HRIS is a hands‑on team leader and subject matter expert responsible for the day‑to‑day operations, strategic roadmap execution, and continuous improvement of Victaulic's HR technology platforms, with Workday HCM as the core system. This role leads a team of HRIS professionals supporting approximately 6,000 employees across the United States, Canada, EMEA, and APAC, and serves as a critical partner to HR Business Partners, Payroll, Benefits, Talent Acquisition, and IT. The Manager, HRIS balances tactical execution with strategic thinking, driving system optimization, data integrity, compliance, and operational efficiency while developing team members and building HRIS capability across the broader HR function. Key Responsibilities Team Leadership & Development Lead, coach, and develop a team of HRIS professionals spanning HCM/Security, headcount and compensation, reporting, recruiting systems, payroll/benefits/time configuration, and generalist support. Establish clear goals, performance expectations, and development plans for each team member; conduct regular 1:1s and formal performance reviews. Manage workload distribution, capacity planning, and cross‑training to ensure team resilience and coverage across all functional areas. Foster a culture of accountability, continuous learning, and service excellence within the HRIS team. Actively support the onboarding and ramp‑up of new team members, including managing interim coverage during leaves or vacancies. Workday Platform Management Serve as the functional owner of Workday HCM across all active modules, including Core HCM, Recruiting, Payroll, Benefits, Time & Absence, Talent, Compensation, Reporting, and Prism Analytics, as well as integrated tools such as Kainos Smart Audit and Kainos Smart Test. Oversee planning, testing, and deployment of Workday bi‑annual releases, coordinating impact assessments and ensuring business readiness across HR and downstream stakeholders. Manage Workday security administration, including role‑based security group assignments, domain policy governance, and access audits in partnership with IT and Compliance. Own the HRIS project roadmap, prioritizing enhancements, new module configurations, and operational improvements in alignment with HR and business strategy. Manage post‑production support and implementation vendor relationships, holding partners accountable to deliverables, quality, and timelines while evaluating the ongoing balance between vendor reliance and internal capability‑building. Partner with HR technology vendors — including but not limited to Workday, Kainos, the post‑production support vendor, and other integrated solution providers — to stay current on product roadmaps, advocate for configuration needs, and maximize the value of existing platform investments. Operations, Data Integrity & Compliance Ensure the accuracy, completeness, and auditability of employee data across all Workday modules and integrated systems. Establish and maintain HRIS data governance standards, including data entry procedures, audit schedules, and a framework for managing data quality escalations. Lead HRIS support for annual HR cycles, including merit, bonus, headcount planning, talent review, open enrollment, and compliance reporting (EEO‑1, VETS‑100, ACA, OFCCP). Partner with Legal, Compliance, and regional HR leaders to ensure HR technology configurations support global regulatory requirements, including GDPR, EU Pay Transparency, and local labor law obligations. Own and maintain SLA frameworks for HRIS‑to‑Payroll and HRIS‑to‑HR Shared Services data handoffs. Cross‑Functional Partnership Act as the primary escalation point for HRIS issues raised by HR Business Partners, Payroll, Benefits, Talent Acquisition, and IT. Partner with the Director, HR Operations on business case development, headcount planning, vendor evaluations, and strategic HR technology investments. Collaborate with People Analytics to ensure Workday reporting outputs support workforce analytics and data‑driven HR decision‑making. Represent the HRIS function in cross‑functional projects, steering committees, and CHRO‑level briefings as required. Change Management & Enablement Support change management and communications for Workday system changes, new module launches, and process improvements affecting the broader HR and employee population. Lead and coordinate the development and delivery of HRIS training materials, job aids, and enablement programs to build Workday competency across HR, managers, and employees. Champion AI adoption and HR technology literacy initiatives within the HR function, partnering with HR Operations leadership on training and baseline measurement. Qualifications Required Bachelor's degree in Human Resources, Information Systems, Business Administration, or a related field. 5–8 years of progressive HRIS experience, with at least 3 years in a lead or people management role. Demonstrated expertise in Workday HCM, including hands‑on configuration experience across multiple modules (Core HCM, Compensation, Reporting, and at least one of Recruiting, Benefits, Payroll, Time & Absence, or Prism Analytics). Proven track record of successfully managing Workday implementations, enhancements, or module launches. Strong working knowledge of HR data governance, data privacy, and employment‑related compliance requirements (OFCCP, GDPR, ACA, EEO). Exceptional organizational skills with demonstrated ability to manage multiple concurrent projects, deadlines, and priorities. Strong communication and stakeholder management skills; ability to translate complex technical concepts for non‑technical HR and business audiences. Preferred Workday Pro certification in one or more modules. PMP, PMI‑ACP, or equivalent project management certification, or demonstrated experience applying structured PM methodologies in an HRIS or HR technology context. Prosci, CCMP, or equivalent change management certification, or demonstrated experience supporting change management and communications efforts in partnership with dedicated change management resources for system or process transformations. Experience managing HR technology in a global, multi‑entity environment spanning US, Canada, EMEA, and/or APAC. Familiarity with HR analytics platforms, data integration tools, or HRIS‑adjacent technologies. Experience developing HRIS‑Payroll SLAs, HR shared services frameworks, or HR process center models. Experience with HR technology vendor management, including but not limited to post‑production support oversight and working directly with Workday ecosystem partners such as Kainos or similar providers. Competencies Strategic Thinking – Translates HR and business priorities into a coherent HRIS roadmap and executes with discipline. People Leadership – Inspires, develops, and retains HRIS talent; creates a team environment of psychological safety and high performance. Workday Expertise – Deep, practical knowledge of Workday; trusted by the team and business as the go‑to HRIS authority. Stakeholder Influence – Builds credibility and productive partnerships across HR, IT, Payroll, and senior leadership. Execution & Accountability – Drives projects to completion; holds self and team to commitments. Data Integrity Mindset – Champions accuracy and governance; instills a culture of data quality throughout the team. Victaulic is an Equal Employment Opportunity (EOE/M/F/Vets/Disabled) employer and welcomes all qualified applicants. Applicants will receive fair and impartial consideration without regard to race, gender, color, religion, national origin, age, disability, veteran status, sexual orientation, genetic data, or other legally protected status. (Background checks are required as part of our pre‑employment process). This position is not eligible for visa sponsorship. #J-18808-Ljbffr Victaulic