HRIS Specialist

Hoffman Construction Company•Lake Oswego, OR

2d•$100,000 - $130,000•Onsite

About The Position

The Human Resources Systems & Process Optimization Manager will serve as the functional owner of Hoffman’s Human Resources Information System (HRIS), Oracle HCM, and will report to the HR Director. This role partners closely with the HR team, IT, and business stakeholders to reduce manual work, improve operational efficiency, and increase the value of HR data through optimized system use and standardized processes. This position is both hands‑on and strategic , with a primary focus on system administration, process design, reporting, and enablement of the HR team. The role will be fully in‑office at Hoffman’s main office in Lake-Oswego, OR. Salary Range - $100,000 – $130,000

Requirements

Bachelor’s degree in Human Resources, Business, or a related field preferred.
Minimum of 5-8 years of HR experience.
Minimum of 3–5 years of HRIS or HR Operations Systems experience.
Experience supporting a Tier‑1 HCM platform (Oracle HCM, Workday, SAP, UKG, or similar).
Strong functional understanding of HR processes (core HR, recruiting, onboarding, reporting, etc.).
Hands‑on experience configuring, supporting, and optimizing an HRIS.
Advanced reporting and data analysis skills, including automation and dashboarding.
Demonstrated ability to document and redesign business processes.
Strong collaboration, stakeholder management, and training skills.
Excellent written and verbal communication skills.
High attention to detail, organization, and follow‑through.
Ability to work effectively across corporate, office, and field environments.

Nice To Haves

Experience in the construction, engineering, or AEC industry preferred.
Experience with Oracle HCM (expertise preferred but not required).
Familiarity with Learning Management Systems.
Experience supporting integrations and file feeds.
Exposure to Oracle JD Edwards or construction ERP systems a plus.

Responsibilities

HRIS Ownership & Optimization Serve as the functional owner of Oracle HCM, ensuring it effectively supports HR operations and business needs.
Continuously evaluate system usage, configurations, and customizations to identify opportunities for simplification, automation, and improved user experience.
Lead the activation and adoption of underutilized Oracle HCM modules and functionality.
Maintain governance of any existing or future-purchased HR systems.
Partner closely with IT and HRIS technical resources to ensure aligned governance, security, integrations, and data integrity.
Process Documentation, Improvement, and Execution Document current‑state HR processes and collaborate with HR leaders to design optimized, scalable future‑state processes.
Reduce manual workarounds by embedding workflows, approvals, and data capture directly into Oracle HCM.
Develop and maintain clear SOPs that align HR processes with system configuration.
Own several operational processes such as entering and auditing employment transactions.
Ensure system compliance with internal policies, audit requirements, and applicable labor regulations.
Reporting, Analytics & Data Enablement Own HR reporting and analytics, including the design, automation, and maintenance of standard and ad‑hoc reports.
Translate leadership and stakeholder needs into reliable data insights and dashboards.
Partner with HR and Data teams to establish consistent data definitions and improve people data quality and usability.
Training, Support & Enablement Train and support HR team members to ensure effective system usage and strong data discipline.
Provide tier‑two and tier‑three support for HR systems and coach HR colleagues in tier‑one and tier‑two support functions.
Develop training materials and conduct ongoing learning sessions as system functionality evolves.
Stakeholder & Vendor Collaboration Act as a liaison between HR, IT, and third‑party vendors to support system improvements and issue resolution.
Stay informed on Oracle HCM enhancements, industry best practices, and evolving HR technology trends.