Human Resource Technology Manager

Rosendin•Coppell, TX

About The Position

The HRIS Manager leads Rosendin's HR Technology function, owning the strategic operational direction, governance, and day-to-day health of the company's HR technology systems, with Workday as the primary platform. The role directly manages the HRIS Analyst team and establishes technical standards, security practices, testing rigor, and repeatable practices that enable consistent execution. It shapes policies for data integrity and system access and serves as an escalation point for platform risks and configuration issues outside established processes. The HRIS Manager partners with the Sr. Manager, HR Operations and peer leaders across HR Operations, including Program Management, HR Operations, and People Analytics, to align platform execution with broader strategy. The role also works with IT leadership and functional leaders across Compensation, Benefits, Payroll, Learning & Development, and Talent Acquisition to scope, prioritize, and deliver technology initiatives that meet evolving business needs. The position oversees team development, platform strategy and governance, process improvement, testing and release management, compliance, reporting, and cross-functional partnerships. Travel may be up to 10% as needed, primarily for cross-functional meetings and occasional onsite support. Work is primarily indoors in a general work environment.

Requirements

Thorough understanding of Workday architecture, security models, and business process configuration.
Proven people-management experience, including hiring, coaching, performance management, and career development.
Experience owning data governance or security governance for an enterprise HR technology platform.
Strong analytical and problem-solving skills, with the ability to use platform and delivery metrics to drive decisions.
Well-developed communication skills and ability to translate technical configuration language into business impact for senior stakeholders.
Detail-oriented and well-organized, with the ability to manage competing technical priorities across a team.
Proficiency in Workday and Microsoft Office Suite.
Bachelor’s degree in Human Resources, Information Systems, Business Administration, or a related field.
10 or more years of experience in HRIS or HR technology, including at least 2 years managing others.
Deep, hands-on Workday experience across multiple modules, including direct involvement in at least one full-cycle implementation.
Expert, demonstrated hands-on experience and knowledge in Workday HCM.
Advanced, demonstrated hands-on experience and knowledge of at least 1–2 Workday modules, such as Performance, Advanced Compensation, Talent Acquisition, or Learning & Development.
Proficient knowledge and understanding of Workday Education and Workday Learning Center for at least one Workday module.
Demonstrated experience using Workday Community to research options, solutions, and answers, and translating findings into high-level updates or recommendations based on Workday business requests.
Demonstrated experience developing and implementing data governance, security governance, or systems compliance standards.
A track record of partnering with IT and senior HR or business leaders to prioritize and deliver system initiatives.

Responsibilities

Hire, manage, coach, and develop the HRIS Analyst team, including performance reviews, pay decisions, and career development.
Set team goals and deliverables aligned with the HR Technology roadmap, assess performance, and evaluate readiness for career progression.
Build repeatable practices, documentation standards, and onboarding structures so the function can scale beyond individual institutional knowledge.
Balance team workload and staffing to maintain platform service levels during peak periods or coverage gaps.
Own the strategic operations roadmap and overall health of HR technology systems, with Workday as the primary platform, in partnership with the Sr. Manager, HR Operations.
Establish and maintain data governance standards, including field-level ownership and source-of-truth rules, across HR technology systems.
Own security governance, including domain and business process security policy and segregation-of-duties standards, and ensure periodic access audits are performed.
Identify platform and process improvement opportunities and elevate them for broader adoption across HR Operations.
Partner with the Process Optimization Program Manager, HR Technology, to standardize improvements after they have been validated.
Capture and prioritize configuration and enhancement requests submitted company-wide.
Own the testing and release management governance framework and ensure Workday releases and configuration changes are validated before production.
Ensure HR technology systems and practices comply with relevant federal, state, and local requirements, and identify and escalate gaps.
Partner with Legal and Compliance on policy updates and process changes affecting HR technology.
Serve as the senior HR Technology partner to IT leadership, ensuring platform initiatives are appropriately scoped, resourced, and prioritized.
Partner with Compensation, Benefits, Payroll, Learning & Development, and Talent Acquisition leaders to align system capabilities with business needs.
Monitor and analyze HR technology metrics and regularly report platform health, risk, and delivery progress to the Sr. Manager, HR Operations.