HRIS Process Lead

STERIS Corporation•Mentor, OH

2d•$92,650 - $119,900•Hybrid

About The Position

As an HRIS Process Lead, you will manage and improve HR technology processes, with a primary focus on talent-related SuccessFactors modules and related HR systems, including performance, succession, development, Talent Intelligence Hub, and reporting. You will partner with Business Process Owners, HR, IT, and vendors to translate business needs into system requirements, process improvements, reporting solutions, and project deliverables. In this role, you will lead HRIS projects and ongoing operations, including system enhancements, upgrades, integrations, data audits, issue resolution, and process documentation. You will also support data integrity, analytics, compliance reporting, and change management, while providing guidance to HRIS team members and stakeholders on system functionality, process impacts, and implementation activities.

Requirements

Bachelor degree in human resources, information systems or technology, or business administration.
Minimum of 8 years of HRIS, HR technology, HR operations, or related experience with responsibility for system administration, process improvement, data management, reporting, or project execution.
Experience leading HR system projects, enhancements, implementations, upgrades, integrations, or process redesign efforts.
Experience gathering requirements, documenting processes, testing system changes, validating data, and supporting change management activities.
Experience working directly with HR stakeholders, IT, vendors, and business process owners to deliver HR technology solutions.
Strong knowledge of HR systems, HR processes, employee data, data governance, and system change management practices.
Working knowledge of talent processes and systems, including performance management, succession planning, and employee development.
Understanding of HR system architecture, integrations, security, permissions, data flows, and reporting tools.
Intermediate knowledge of MS Access, MS Excel, and MS Word.
Knowledge of MS Visio.
Sound change management judgment, including the ability to anticipate downstream impacts and guide stakeholders through transitions.
Strong analytical, problem-solving, and data validation skills.
Ability to manage multiple priorities, projects, stakeholders, and deadlines.
Strong written, verbal, presentation, and interpersonal communication skills.
Ability to explain system changes, process impacts, and technical information clearly to non-technical audiences.
Strong attention to detail, organization, initiative, and follow-through.
Strong change management instincts – ability to anticipate downstream impacts of configuration decisions and guide stakeholders through transitions with clarity and confidence.
Strong organizational and time management skills; an ability to plan and conduct multiple projects simultaneously; deliver results.
Professional verbal, written, presentation and interpersonal communication skills.

Nice To Haves

Experience with SuccessFactors HXM, ServiceNow, Phenom, especially talent-related modules, is strongly preferred.

Responsibilities

Partner with Business Process Owners and Talent stakeholders to define system needs, roadmap priorities, project scope, and implementation deliverables.
Lead HRIS workstreams for talent-related system projects, enhancements, upgrades, integrations, and process redesign initiatives.
Translate business requirements into system configuration, reporting, process, and data solutions.
Apply knowledge of HR system architecture, data flows, integrations, and security to evaluate impacts and recommend effective solutions.
Serve as a liaison among HR, IT, vendors, and business stakeholders to resolve system issues, prioritize enhancements, and support project execution.
Support HR system security, access, and controls across assigned HR platforms.
Manage operational issues within assigned HR processes and ensure timely resolution, escalation, and communication.
Identify opportunities to simplify, standardize, and improve HRIS processes, system functionality, data quality, and user experience.
Configure and maintain HR system functionality in alignment with business requirements, corporate policy, compliance needs, and data governance standards.
Execute and audit mass employee data changes, system updates, and recurring HRIS processes.
Manage requirements, testing, and validation for system enhancements, releases, upgrades, and environment refreshes.
Design, test, and support integrations, data files, custom reports, dashboards, audit reports, and queries.
Develop HR analytics and metrics for key talent and workforce processes, including headcount, turnover, succession, performance, learning, recruiting, compensation, and other HR disciplines.
Maintain and update system process documentation, training materials, and user guidance; review and approve content prepared by others before publication.
Research new system functionality, HR technology trends, and process best practices to recommend improvements.
Lead HRIS activities required to integrate acquired businesses into core HR systems and standard HR processes.
Manage employee data conversion, validation, and mass load activities for acquisitions, vendor transitions, and system implementations.
Analyze, prepare, and reconcile data files for integration into HR systems, including core HR, applicant tracking, learning, performance, benefits, payroll, and related platforms.
Partner with HR, IT, vendors, and business teams to support data mapping, testing, issue resolution, and post-conversion stabilization.