Senior Manager - HRIS

Rehlko•Glendale, WI

About The Position

Our work is guided by our purpose: creating an energy-resilient world for a better future. This purpose embodies the legacy we bring, with more than 100 years as the global leader in energy resilience, delivering solutions critical to sustain and improve life. Our teams have the opportunity to provide a critical resource – energy – that ensures safety, security, and independence for people around the world. Our team members are focused on pushing boundaries, continuing to innovate in an ever-changing landscape, and keeping up with the pace required to create solutions for today’s world demands. Our product range includes engines, generators, power conversion, UPS systems, EV components and electrification solutions, microgrid controls and management, and clean energy solutions that serve a broad spectrum of OEM, residential, industrial, and commercial customers. At Rehlko, you have the freedom to identify, create, and deliver solutions – large and small – that help people and communities thrive in the moments that matter. At Rehlko, our team members are the essential energy that powers our organization’s success. We are committed to fostering a safe and sustainable work environment where safety is everyone’s responsibility. We empower every team member to actively participate in our Zero Is Possible safety culture by encouraging open communication, proactively reporting hazards, following protocols, and suggesting improvements. Join us in creating an energy resilient world for a better future! At Rehlko, our Total Rewards programs are designed to accelerate growth, energize performance, and support a culture of inclusion at every stage of life and work. We offer total rewards that are easily understood, recognize results, enable career mobility, and reflect our commitment to valuing diverse needs in a fast-moving world. The Senior Manager HRIS provides strategic leadership and operational oversight for the organization’s global HR technology ecosystem, supporting approximately 8,000 employees across 26 countries. This role is accountable for the design, governance, optimization, and scalability of HR information systems that enable global workforce strategy, data integrity, compliance, and employee experience. As the principal owner of HR systems strategy, the Global Head of HRIS partners closely with HR COEs (Total Rewards, Talent, People Operations), IT, Finance, Legal, and regional leadership to ensure HR platforms effectively support business growth, regulatory requirements, and data‑driven decision‑making. This leader balances enterprise‑level strategy with hands‑on accountability for system performance, vendor management, and global service delivery.

Requirements

Bachelor’s degree in HR, Information Systems, Business, or a related field; Master’s degree preferred.
10+ years of progressive experience in HRIS, HR technology, or enterprise systems leadership.
Demonstrated experience leading global HR systems across multiple countries and regulatory environments.
Hands‑on leadership of at least one major global HCM implementation or transformation .
Strong understanding of:
Core HR, payroll, benefits, and talent systems
Data privacy and global compliance requirements
Systems integrations and enterprise architecture
Proven ability to influence at the executive level and translate business needs into system solutions.

Nice To Haves

Experience supporting organizations of 5,000+ employees and multi‑billion‑dollar revenue.
Background partnering closely with Total Rewards and Talent COEs .
Familiarity with post‑merger HRIS integration and systems harmonization.
Certifications in HRIS platforms or project management (e.g., PMP, Agile, Prosci).

Responsibilities

Strategic Leadership & Governance Define and execute the global HRIS strategy and roadmap , aligned with enterprise priorities and long‑term growth.
Serve as the system owner for core HR platforms (e.g., Workday HCM, talent management, and workforce analytics). A strong cross-functional leader for payroll and benefits systems.
Establish global HRIS governance , including standards for data, security, integrations, system changes, and release management.
Provide executive‑level insights and recommendations on system capabilities, emerging technologies, and automation opportunities.
Global HR Technology Ownership Lead the selection, implementation, and optimization of HR systems across multiple geographies , ensuring consistency while enabling local compliance.
Oversee integrations between HR systems and adjacent platforms (Finance, IT, Identity & Access Management, data warehouses).
Ensure systems scale effectively to support business growth, M&A activity, and organizational transformation.
Operational Excellence & Service Delivery Own day‑to‑day HRIS operations, including system stability, enhancements, defect resolution, and user support models.
Establish and monitor SLAs, KPIs, and operational metrics to ensure reliable global service delivery.
Drive continuous improvement through system optimization, process standardization, and automation.
Data, Reporting & Workforce Analytics Ensure the accuracy, security, and integrity of global people data.
Enable advanced workforce analytics and reporting to support talent, compensation, workforce planning, and DEI strategies.
Partner with HR and Finance leaders to deliver actionable insights using people data.
Compliance, Security & Risk Management Ensure HR systems comply with all relevant global regulations (e.g., GDPR, data privacy laws, labor and payroll requirements).
Partner with Legal, Compliance, and IT Security to manage access controls, audits, and risk mitigation.
Own HRIS controls related to SOX and internal audits where applicable.
Vendor & Financial Management Manage HRIS vendor relationships, contracts, and renewals.
Develop and manage the global HRIS budget, ensuring cost‑effective solutions and ROI.
Lead negotiations and performance management with system vendors and implementation partners.
People Leadership Lead and develop a global HRIS team, including internal resources and external partners.
Build strong bench strength, succession plans, and a culture of accountability and continuous learning.
Foster cross‑functional collaboration with regional HR and IT teams.