Sr Manager, HRIS

J.Crew•New York, NY

12d•$136,000 - $175,500•Hybrid

About The Position

The Sr. Manager, HRIS is a key member of the HR Technology team, owning configuration strategy and delivery across J.Crew Group's core HCM modules — HCM Core, Recruiting, Onboarding, Security, and Payroll. This role partners cross-functionally to ensure Workday meets the strategic and operational needs of the organization by optimizing functionality, streamlining configuration, and supporting enhancements across the associate lifecycle. In this role, you will drive continuous improvement by recognizing the needs of HR and the business, identifying gaps and potential fits, and managing the creative solutioning and delivery. A successful Sr. Manager will foster strong collaboration between HRIS and HR teams, proactively identifying and addressing cross-functional impacts of any design or configuration changes. The ideal candidate has a deep understanding of Workday's cross-functional complexities, security configurations, and best practices with a non-negotiable requirement for Workday Security depth.

Requirements

5+ years of Workday HCM configuration experience — HCM Core, Security, and Recruiting required
Deep understanding of Workday's cross-functional complexities, security configurations, and best practices
SOX compliance and access governance experience
Strong analytical skills with the ability to translate business requirements into effective system solutions
Experience diagnosing and resolving complex Workday configuration issues across multiple modules
EIB authoring and execution
Strong cross-functional communication — HRIS, HR COEs, IT, Finance, Legal

Nice To Haves

Retail or multi-brand org experience preferred
Workday Pro Certification(s) a plus

Responsibilities

Own configuration strategy, enhancements, and maintenance for HCM Core
Own HCM lifecycle business process configuration
Serve as the escalation point for complex system issues across HCM, Recruiting, Onboarding, Security, and Payroll including diagnose, troubleshoot, and resolve complex system issues for functional owners and end users
Translate business requirements into technical requirements and Workday solutions, treating every challenge as an opportunity for improvement and efficiency
Deploy creative solutioning to bridge gaps between business needs and system capabilities
Partner with HR and IT leaders to identify continuous improvement opportunities and develop long-term, scalable solutions
Lead semi-annual Workday release review for HCM, Recruiting, Onboarding, Security, and Payroll
Act as an active member of the Workday community by staying ahead of updates, fixes, and resolutions and making recommendations for continuous improvement
Partner with IT on integration requirements, data mapping, and UAT for all owned modules
Own Workday Security end-to-end — role design, provisioning, SOX access audits, and segregation of duties
Ensure security configurations support compliance requirements and are audit-ready at all times
Partner with IT and Legal on access governance, data privacy, and SOX-related security reviews
Own Recruiting, Onboarding, & Payroll business process configuration
Partner with the Mgr Workday Reporting & TA leaders on recruiting metrics direction to ensure data is captured in Workday to support meaningful reporting
Support the evaluation of current recruiting tools for opportunities to enhance how data is surfaced, including AI-powered capabilities, People Analytics features, and emerging Workday functionality
Lead the end-to-end technical configuration of Workday Payroll, including complex earnings, deductions, calculation rules, withholding orders, and period schedule modifiers.