Overview:
The HRIS Manager is responsible for the strategic leadership, operational excellence, and team development of Medical Solutions' HR Technology function, overseeing two distinct and complementary teams: HR Technology Operations and HR Technology Solutions. This role serves as the primary accountable leader for the integrity, performance, and evolution of the company's HR technology ecosystem — ensuring that platforms are configured, integrated, and governed to the highest standard while also ensuring that data, reporting, and solution design capabilities translate technology investments into measurable business and people outcomes.
The HRIS Manager is a peer member of the HR leadership community, operating alongside HR function leaders as an equal contributor to the strategy, direction, and effectiveness of the HR organization. In this capacity, the HRIS Manager collaborates with HR leadership and stakeholders to form an integrated point of view on HR technology strategy, platform investments, and the HR Technology Roadmap, with the support and alignment of the HRLT. This partnership ensures that the organization's technology and data capabilities are not only responsive to HR program needs, but are co-designed — shaping what is possible.
The ideal candidate exhibits grace under pressure, has a strong command of both the technical and human sides of HR technology, and is deeply committed to building a high-performing, future-ready team.
Responsibilities:
Team Leadership & Development
- Lead, develop, and retain a high-performing HR technology team across HR Technology Operations and HR Technology Solutions, providing direct leadership to the Operations Supervisor and Solutions team members while maintaining overall accountability for all roles within the function
- Establish clear performance expectations, facilitate regular feedback and development conversations, and support career pathway progression for all team members — ensuring the function is equipped with the full-stack skills needed to deliver at a high level across platform expertise, integration, data, and business consulting
- Build and sustain a team culture aligned to the organization's values, optimizing team structure, workload distribution, and operating rhythms to maximize both operational efficiency and strategic contribution across both groups
- Identify capability gaps and develop strategies to close them through hiring, upskilling, or role design, positioning the team as a future-ready function capable of growing alongside the organization's technology and business ambitions
HR Technology Strategy & Platform Leadership
- Collaborate with HR leadership on the Medical Solutions' HR Technology strategy and roadmap— providing input on the organization's point of view on platform investments, integration priorities, AI adoption, and technology capability development, and bringing that shared perspective to the HRLT for alignment and support
- Own the operational health and strategic evolution of the HR technology ecosystem — including core HCM, talent acquisition, onboarding, performance management, learning, benefits, payroll, and analytics platforms — ensuring that platform decisions reflect both the technical realities of the environment and the strategic priorities of the HR organization
- Serve as the primary liaison between HR, IT, Legal, external vendors, and enterprise stakeholders for system strategy and major platform decisions, representing a unified HR technology perspective developed in partnership with the VP, OE, Analytics and Systems
- Maintain current knowledge of HR technology trends, platform developments, and AI capabilities, contributing market and technical intelligence to the shared roadmap and championing the adoption of emerging technologies that advance HR's strategic impact across the function and the broader organization
Operational Excellence & Governance
- Oversee overall HR system performance, database management, and system maintenance, ensuring platforms remain operational, compliant, and optimized while establishing service delivery standards and escalation protocols that provide consistent, high-quality support for all customers
- Ensure data security, privacy, and governance across all HR systems by managing permissions and access settings in partnership with IT and Legal, maintaining enterprise standards for data protection and regulatory compliance
- Lead compliance oversight related to HR technology including I-9 and E-Verify administration, audit support, and documentation of system controls and data practices
- Establish and maintain data quality standards, reporting consistency, and documentation practices across both teams, championing data integrity as a foundational organizational asset
Integration & Data Oversight
- Provide strategic oversight of the HR technology integration ecosystem, ensuring reliable, secure, and well-governed data flow across all HR platforms and connected enterprise systems — establishing the integration standards, data mapping frameworks, and governance practices that form the technical foundation for organizational analytics and workforce intelligence
- Oversee the organization's HR platform reporting framework in close coordination with the VP, OE, Analytics & Systems — ensuring that system-sourced data outputs are accurate, consistent, and structured in a way that supports both operational HR needs and the broader people analytics and organizational effectiveness agenda
- Set direction for cross-platform data strategy in partnership with the leadership enabling the Solutions team to connect data across the employee lifecycle and advance the organization's capacity for integrated, data-informed workforce decisions.
Strategic Partnership & Business Consulting
- Partner as a peer alongside HR function leaders — engaging as an equal contributor in HR leadership conversations, bringing a technology and data perspective to program design decisions, and ensuring that HR initiatives are shaped with full awareness of what the technology ecosystem makes possible, practical, and scalable
- Serve as the primary technical collaboration partner to the VP, Organizational Effectiveness, Analytics & Systems — jointly developing a shared and informed point of view on HR technology strategy, data architecture, and platform evolution, and presenting that perspective to the HRLT as a unified recommendation rather than a functional request
- Proactively identify opportunities to use technology, integrations, and data to improve HR program effectiveness, employee experience, and workforce decision-making — co-designing solutions with HR peers
- Communicate with credibility and confidence at a senior leadership level, contributing to HRLT discussions on technology strategy, workforce data, and digital transformation
Qualifications:
- Minimum 5–7 years of progressive HRIS, HR technology, or people systems experience
- Minimum 2–3 years of experience leading or supervising an HR technology, HRIS, or related team
- Demonstrated experience managing HR system operations including platform configuration, data integrity, system integrations, and reporting across an enterprise HRIS or HCM platform
- Proven project management skills with experience leading system implementations, upgrades, or cross-functional technology initiatives
- Strong analytical and reporting skills with experience creating and overseeing Business Intelligence reports, dashboards, and HR data outputs from HRIS platforms
- Exceptional interpersonal and consulting skills with the ability to build trusted partnerships with HR leaders, senior business stakeholders, IT, and external vendors
Preferred Qualifications:
- Experience with UKG Pro or similar enterprise HCM platform at an administrative or configuration level
- Experience with system integration management and familiarity with integration tools or middleware concepts
- Experience with Business Intelligence or data visualization tools (e.g., Power BI, Cognos, Tableau)
- Familiarity with AI-enabled HR technology tools and emerging HR technology trends
- Staffing industry or healthcare/travel nursing environment experience
- Bachelor's degree in Human Resources, Information Systems, Business Administration, or related field; or equivalent experience
- Project Management certification (PMP) or equivalent is a plus
NoSponsor
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Pay Range:
USD $115,000.00 - USD $125,000.00 /Yr.
