HRIS Manager

McCownGordon Construction • Kansas City, MO

6h

About The Position

People love to work here, plain and simple. It’s easy to love your job when you’re surrounded by driven, passionate leaders. We show up every day and give it our all; not because we have to, but because we want to. The HRIS Manager owns the strategy, governance, and ongoing optimization of the company’s Human Resources Information System, with primary focus on the Workday HCM platform. This role ensures systems support compliance, operational efficiency, and a positive associate experience, enabling HR teams to deliver core people programs effectively. Serving as the primary liaison between HR, IT, and external vendors, the HRIS Manager ensures configurations are designed, tested, and delivered in alignment with business requirements and established standards. As the subject matter expert, this role is accountable for HRIS outcomes and overall system performance. PRIMARY RESPONSIBILITIES HRIS Strategy Owns the HRIS ecosystem, with Workday as the core HCM platform, ensuring systems support business strategy, compliance, and organizational growth. Establishes and maintains the HRIS roadmap, identifying opportunities for automation, scalability, and enhanced system capabilities. Serves as the primary owner of HRIS design standards and governance, ensuring system configurations and solutions meet business requirements and established company policies. Proactively brings forward recommendations and business cases to leadership for new functionality and system enhancements. Develops and documents HRIS processes and procedures to support scalable operations, including defining Tier 1, Tier 2, and Tier 3 request categories. Works to establish intake, prioritization, and escalation guidelines for HRIS requests to support consistent service delivery and scalable HRIS operations. Workday Management Leads the planning and oversight of Workday enhancements and ongoing support, including requirements definition, functional design, testing coordination, deployment readiness, and post-implementation review. Partners with external vendors and IT to oversee Workday configuration, security roles, business processes, workflows, and integrations. Reviews and validates vendor-delivered configurations, testing results, and releases to ensure solutions meet business requirements and desired design standards. Stays informed on Workday releases and feature updates, evaluating potential impacts and opportunities for the business and advising on adoption strategy. Enhances the associate and manager experience through self-service functionality, streamlined workflows, and automation. Data Governance In partnership with HR Business Partners, takes ownership of the HR data management within Workday, ensuring data accuracy, consistency, and appropriate governance across the system. Establishes standards and controls for HR data entry, maintenance, audits, and corrections. Partners with HR, Payroll, Finance, and IT to resolve data issues and improve data quality across integrated systems. Ensures HRIS data supports reliable reporting, analytics, compliance, and downstream processes. Defines data ownership, standards, and governance practices to support consistent execution as HRIS responsibilities scale. Annual HR Program Support Leads HRIS execution and system readiness for large-scale annual HR programs, serving as the HRIS owner for enterprise cycles. Serves as the primary liaison between HR, IT, and external vendors to translate business and HR requirements into system designs and oversee configuration and implementation. Owns system testing coordination, launch, and execution for programs such as: Annual merit and bonus cycles Compensation and total rewards statements Open enrollment setup, launch, and close Benefits carrier file feeds and eligibility processing Performance Management Partners with Compensation, Benefits, Payroll, and HR leadership to ensure accurate system setup, smooth execution, and timely delivery. Identifies opportunities to improve cycle efficiency, reduce manual effort, and enhance associate experience through system enhancements. Reporting & Partnership Owns HRIS reporting ensuring availability of accurate, timely data to support HR and business decision-making. Defines reporting standards and prioritization guidelines to ensure scalable delivery of HRIS insights and requests. Manages reporting for regulatory and compliance requirements (e.g., AAP, EEO, ACA). Partners with HR functions to define reporting needs and deliver dashboards and insights. Collaborates with IT, Finance, and external vendors to ensure HR systems align with enterprise technology strategy, security standards, and integration requirements. Leads HRIS-related projects, coordinating timelines, dependencies, and stakeholder communication. Conducts ad hoc reporting and projects as requested by the SVP, People and business leadership.

Requirements

• Bachelor’s degree in Human Resources, Information Systems, Computer Science, or a related field, or equivalent combination of education and experience
• 5+ years of progressive experience in HRIS, IT systems, or similar roles supporting enterprise platforms
• Experience managing multiple vendor relationships and serving as a liaison across departments required.
• Works productively and efficiently, balanced with a high-level of quality
• Demonstrated ability to independently own work and drive outcomes
• Demonstrated ability to effectively communicate with multiple stakeholders including external vendors and business leadership
• Ability to effectively and efficiently solve complex problems

Nice To Haves

• Experience with Workday strongly desired

Responsibilities

• HRIS Strategy
• Owns the HRIS ecosystem, with Workday as the core HCM platform, ensuring systems support business strategy, compliance, and organizational growth.
• Establishes and maintains the HRIS roadmap, identifying opportunities for automation, scalability, and enhanced system capabilities.
• Serves as the primary owner of HRIS design standards and governance, ensuring system configurations and solutions meet business requirements and established company policies.
• Proactively brings forward recommendations and business cases to leadership for new functionality and system enhancements.
• Develops and documents HRIS processes and procedures to support scalable operations, including defining Tier 1, Tier 2, and Tier 3 request categories.
• Works to establish intake, prioritization, and escalation guidelines for HRIS requests to support consistent service delivery and scalable HRIS operations.
• Workday Management
• Leads the planning and oversight of Workday enhancements and ongoing support, including requirements definition, functional design, testing coordination, deployment readiness, and post-implementation review.
• Partners with external vendors and IT to oversee Workday configuration, security roles, business processes, workflows, and integrations.
• Reviews and validates vendor-delivered configurations, testing results, and releases to ensure solutions meet business requirements and desired design standards.
• Stays informed on Workday releases and feature updates, evaluating potential impacts and opportunities for the business and advising on adoption strategy.
• Enhances the associate and manager experience through self-service functionality, streamlined workflows, and automation.
• Data Governance
• In partnership with HR Business Partners, takes ownership of the HR data management within Workday, ensuring data accuracy, consistency, and appropriate governance across the system.
• Establishes standards and controls for HR data entry, maintenance, audits, and corrections.
• Partners with HR, Payroll, Finance, and IT to resolve data issues and improve data quality across integrated systems.
• Ensures HRIS data supports reliable reporting, analytics, compliance, and downstream processes.
• Defines data ownership, standards, and governance practices to support consistent execution as HRIS responsibilities scale.
• Annual HR Program Support
• Leads HRIS execution and system readiness for large-scale annual HR programs, serving as the HRIS owner for enterprise cycles.
• Serves as the primary liaison between HR, IT, and external vendors to translate business and HR requirements into system designs and oversee configuration and implementation.
• Owns system testing coordination, launch, and execution for programs such as: Annual merit and bonus cycles Compensation and total rewards statements Open enrollment setup, launch, and close Benefits carrier file feeds and eligibility processing
• Performance Management
• Partners with Compensation, Benefits, Payroll, and HR leadership to ensure accurate system setup, smooth execution, and timely delivery.
• Identifies opportunities to improve cycle efficiency, reduce manual effort, and enhance associate experience through system enhancements.
• Reporting & Partnership
• Owns HRIS reporting ensuring availability of accurate, timely data to support HR and business decision-making.
• Defines reporting standards and prioritization guidelines to ensure scalable delivery of HRIS insights and requests.
• Manages reporting for regulatory and compliance requirements (e.g., AAP, EEO, ACA).
• Partners with HR functions to define reporting needs and deliver dashboards and insights.
• Collaborates with IT, Finance, and external vendors to ensure HR systems align with enterprise technology strategy, security standards, and integration requirements.
• Leads HRIS-related projects, coordinating timelines, dependencies, and stakeholder communication.
• Conducts ad hoc reporting and projects as requested by the SVP, People and business leadership.

What This Job Offers

• Job Type: Full-time
• Career Level: Manager