Manager, HRIS

HECLA MINING CO.•Coeur d'Alene, ID

2d•Onsite

About The Position

The HRIS/HCM Manager is responsible for the strategic oversight, hands-on administration, and continuous optimization of the organization’s Human Resource Information System. Serving as the primary subject matter expert and system owner, this role ensures platform integrity, scalable implementation of new modules, reliable reporting, and robust data security.

Requirements

Deep knowledge of HR operations, processes, and compliance across the employee lifecycle, including payroll, benefits, compensation, and workforce management.
Strong analytical and problem-solving ability; skilled at diagnosing complex system issues and translating business needs into technical solutions.
Effective project management skills with ability to manage competing priorities, cross-functional dependencies, and timelines.
High attention to detail and commitment to data accuracy, confidentiality, and process documentation.
Ability to work both strategically and tactically, comfortable setting direction while executing hands-on system work.
Collaborative, service-oriented approach with a track record of building strong relationships across HR, IT, Finance, and business teams.
Knowledge of data privacy regulations and HR compliance requirements (e.g., FLSA, ACA, EEO, state-specific requirements).
Commitment to continuous improvement and a proactive mindset in identifying opportunities to optimize systems and processes.
Bachelor’s degree in Human Resources, Information Systems, Business Administration, or a related field; or equivalent combination of education and experience.
5+ years of progressive HRIS/HCM experience, including hands-on system configuration and administration of enterprise-grade platforms.
Demonstrated experience leading HRIS implementations, major module rollouts, or large-scale system migrations from requirements through go-live.
Experience configuring multiple HRIS functional areas such as Payroll, Time & Absence, Benefits, Compensation, and/or Security.
Background in data auditing, cross-system reconciliation, and establishing data governance processes.
Experience designing or improving HR system integrations and automated workflows.
Proven ability to lead cross-functional projects independently in a fast-paced environment.

Nice To Haves

Experience in ADP Workforce Now preferred.

Responsibilities

Owns the end-to-end HRIS platform lifecycle—strategy, configuration, optimization, and production support—serving as the organization’s primary technical authority on the system.
Leads full-cycle implementation and rollout of new modules (e.g., Payroll, Time & Absence, Benefits, Compensation, Recruiting/LMS), managing requirements, configuration, testing, and change management.
Translates complex business and HR process requirements into effective system configurations, including workflows, business rules, calculated fields, and automated notifications.
Manages system integrations and data flows between the HRIS and downstream platforms (payroll, finance, benefits, IT), including reconciliation controls to ensure ongoing data accuracy.
Serves as the primary escalation point for complex system issues, leading root-cause analysis and timely resolution across all HRIS functional areas.
Designs and maintains advanced reporting, dashboards, and analytics solutions that deliver actionable workforce insights to HR leadership and business partners.
Administers and governs HRIS security—role-based access, permission sets, and audit controls—ensuring adherence to data privacy regulations and internal policy.
Establishes and enforces data governance standards including ownership, auditing cadences, and quality controls to ensure data integrity across all HR systems.
Develops and maintains system documentation including configuration guides, SOPs, runbooks, and end-user training materials; leads enablement efforts for HR and business users.
Provides strategic recommendations on HRIS roadmap evolution, identifying opportunities to automate, streamline, and scale HR operations as the organization grows.