Senior HRIS Manager

Senior HRIS Manager

Global HR Workday Technology Leader

Position Summary

The Senior HRIS Manager provides enterprise‑wide leadership of the global HR technology ecosystem, with primary accountability for Workday and key adjacent HR applications. This role demonstrates strategic influence at senior and executive HR levels, leads a global multi‑discipline HRIS team, and owns a complex portfolio of cross‑functional technology outcomes.

As a second‑level leader, the Senior HRIS Manager shapes technology strategy, drives operational excellence, governs data and system integrity, and champions continuous improvement and innovation across the HR Operating Model. The role influences global stakeholders, leads through others, and ensures HR technologies deliver measurable value, strong user experience, and scalable business‑ready solutions.

Key Responsibilities

Strategic Leadership & Governance

Serve as the primary IT Partner to Senior and Executive HR Leadership , shaping the multi‑year HR technology strategy, roadmap, and investment priorities.

Represent HR Technology at HRLT meetings, executive steering committees, and enterprise governance forums , influencing decisions that impact global operations.

Drive transformational thinking across HR by acting as a thought leader for innovation, process optimization, digitization, and user‑centric design.

Own and manage the annual HR Technology operating budget (~ $5M ), ensuring cost transparency, forecasting discipline, and alignment to business priorities.

Oversee compliance with data governance standards, SOX controls, GDPR requirements, and global audit expectations.

Team & Talent Leadership (Second-Level Leader)

Lead and develop a global HRIS organization including Operations Manager, Solutions Architect, Technical Lead, and Analysts, establishing a high‑performance culture.

Shape workforce plans, capability development, and succession pipelines to support global HR technology needs.

Create a climate of accountability, psychological safety, innovation, and continuous learning.

Address performance issues promptly and set clear expectations aligned to enterprise leadership competencies.

Workday Ecosystem Ownership

Provide senior ownership of Workday globally across HCM, Compensation, Talent, Absence, Reporting & Analytics, and 70+ complex integrations .

Ensure reliable and scalable operations for a population of 30K active users and 200K total records .

Oversee system releases, new functionality adoption, configuration governance, and change management activities.

Drive continuous improvement and enhancement cycles based on business needs, analytics, and customer feedback.

Vendor, Partner & Cross-Functional Relationship Management

Manage the strategic relationship with Workday, the Managed Service Provider (Capgemini), IT, COEs, HRBPs, Legal, Finance, and other enterprise functions.

Ensure service delivery excellence across L1–L3 support, vendor SLAs, and integration partners.

Represent HR Technology in cross‑functional projects, negotiations, and enterprise digital initiatives.

Operational Excellence & Continuous Improvement

Champion Enterprise HR process optimization through technology, analytics, and workflow redesign.

Oversee system maintenance, data quality programs, reporting standards, and master data governance.

Lead organizational change management for HR technology, including toolkits, job aids, training, and communications to ensure strong adoption and user experience.

Monitor and report global Workday metrics, health indicators, and key performance insights to senior leadership.

Portfolio, Program & Risk Management

Govern the HR Technology project portfolio, ensuring alignment with HR strategy, ROI targets, and investment governance (including BBP funding).

Provide oversight of project managers to ensure delivery meets scope, schedule, quality, and compliance standards.

Assess and manage risks associated with systems, data, projects, and business operations - balancing risk vs. reward in decision‑making.

Ensure full accountability for business owner funding, project financials, and consumption transparency.

Required Background & Qualifications

Education & Experience

Bachelor’s Degree in Human Resources, Information Systems, Business Administration, or related discipline.

Typically 8–12+ years HRIS/HR Technology leadership experience, with significant second‑level management responsibility .

Proven expertise leading enterprise Workday environments; Workday certifications across multiple domains strongly preferred.

Demonstrated success influencing senior leaders, driving cross‑functional programs, and managing large‑scale HRIS operations.

Technical Expertise

Deep understanding of HRIS design, system configuration, workflow design, integrations, and data governance.

Experience across multiple HR functional areas (e.g., payroll, talent acquisition, performance management, compliance).

Advanced Microsoft Excel skills (pivot tables, complex formulas, VLOOKUP, data modeling).

Experience with incident management, production support, and structured release management.

Leadership & Behavioral Competencies

Strategic thinker with ability to operate at enterprise level and influence senior stakeholders.

Strong decision‑making capability, even with incomplete information; proactively identifies issues and drives resolution.

High adaptability, learning agility, and resilience - able to manage complexity and fast‑changing priorities.

Builds strong, trust‑based partnerships across HR, IT, COEs, and business functions.

Demonstrated ability to challenge the status quo and deliver transformative outcomes.

Strong communication and interpersonal skills; skilled at navigating conflict, negotiating outcomes, and promoting collaboration.

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