HRIS Manager

Standex•Salem, NH

About The Position

Standex International is a global industrial growth company operating through our market-leading brands in electronics, cutting-edge forming technologies, engraving, and scientific refrigeration. We work with our customers to advance progress through innovation. From inventing and producing parts for next-generation space vehicles to evolving vaccine refrigeration, designing functional textures for everyday products, improving renewable energy technology, and much more, we are focused on making what’s next possible. What You'll Do The HRIS Manager leads global HRIS operations for Dayforce HCM across 16 countries, ensuring system integrity, compliance, and optimization. This role partners with HR, Payroll, Total Rewards, Benefits, Talent Acquisition, Finance, IT, and Compliance to deliver strategic enhancements and operational excellence. In addition to core administration, this role owns the HR technology roadmap that includes a multi-year Dayforce deployment, drives change enablement, and supports M&A onboarding and offboarding through standard processes and governance. This role is a key driver of global HR process standardization, ensuring consistent practices, controls, and data integrity across all regions and business units.

Requirements

Bachelor’s degree
10+ years HRIS experience; 3+ years managerial experience
Demonstrated expertise in global HCM systems (e.g., Dayforce, Workday, SAP, Oracle, etc.); Dayforce experience preferred
Experience owning an HR technology roadmap and leading structured change control and risk assessments
Vendor management with contract/SLA accountability; ability to manage escalations and optimize license spend
Advanced Excel and reporting; familiarity with SQL and API/SFTP; data modeling and governance
Proven ability to plan and allocate resources across internal teams and contractors; coach analysts and enforce standards

Nice To Haves

Project/Change Management certifications (e.g., PMP, Prosci); Data/Analytics credentials (e.g., Power BI)
Experience leading global teams and managing HR system implementations across multiple geographies
Experience with M&A integration workstreams (due diligence, migration, onboarding, hypercare)
Audit/control frameworks (SOX/COSO; COBIT) and privacy standards (GDPR/CCPA/PIPEDA)
Demonstrated success by building adoption programs and training strategies for HR technology
Strong stakeholder management, vendor negotiation, and executive communication skills

Responsibilities

Manage Dayforce HCM configuration across Core HR, Payroll, Workforce Management, Compensation, Performance, Recruiting, Onboarding, Reporting/Analytics, Document Management, Engagement, Wallet/Mobile.
As HR project owner and decision maker, lead the team, including project managers, to execute the HR technology roadmap and deliver strategic initiatives.
Drive the standardization and harmonization of HR processes, data, and workflows across all regions and business units by collaborating with stakeholders to implement and monitor consistent practices, leveraging the HRIS platform to ensure compliance and continuous improvement.
Oversee all inbound/outbound integrations (time clocks, GL, tax filing, benefits, equity, treasury) using API/SFTP/middleware; ensure reliability and traceability across systems.
Maintain formal governance: role‑based security and Segregation of Duties (SoD), audit readiness (SOX/COSO), documented change control, and risk assessments for configuration changes.
Lead change management for HR technology—communication plans, stakeholder readiness, and end‑user adoption programs across HR, managers, and employees.
Develop and deliver training content, job aids, and standards to drive effective use of Dayforce and data quality across all segments.
Support M&A due diligence and integration activities (data migration, access design, WFM/pay policy alignment, go‑live hypercare) to onboard/offboard entities into/from Dayforce.
Own vendor management for HR technology: contracts, renewals, SLAs, and escalation; partner with Finance on license utilization and cost optimization.
Manage change orders and proactively create partnerships with internal business units and external vendors to support HR technology objectives.
Plan and direct work for HRIS analysts and contractors; allocate resources and set goals to meet delivery commitments.
Drive release cycles, regression testing, configuration repository, SOPs, and production checklists with clear entry/exit criteria.
Own ticket intake and SLA governance; provide hyper care for payroll cycles and critical go‑lives; trend issues to inform backlog and training content.
Deliver compliance reports and executive dashboards (adoption, SLA performance, defect rates, data quality); convert insights to actions and track improvements.
Continuously assess processes and configurations to reduce manual work, improve user experience, and increase reliability and scalability.