Sr. Manager, HRIS

Viant•Irvine, CA

30d•$140,000 - $150,000

About The Position

The Sr. Manager, HRIS is the technical backbone of Viant's HR function. This role owns HR workflows, data governance, reporting, and system strategy across Viant's HR technology ecosystem. They ensure clean, compliant, audit-ready data and build automated, scalable processes that support Total Rewards, HR Operations, Talent Acquisition, Payroll, Finance, and L&D. This leader stabilizes and modernizes how employee data flows across the company.

Requirements

5-8+ years experience in HRIS, People Systems, HR Operations, or related technical HR roles.
Experience with ADP Workforce Now or similar HCM systems, ChartHop, Greenhouse experience a plus.
Strong understanding of system configuration, workflow design, role permissions, and integrations.
High accuracy and strong auditing discipline.
Comfortable manipulating large datasets and building recurring reports.
Demonstrated ability to partner effectively with Payroll, Finance, HR and IT.
Strong problem-solving skills and an ability to translate business needs into technical solutions.

Responsibilities

Serve as primary HR owner of ADP Workforce Now, governing workflows, configuration, permissions, approval paths, data structures, and reporting in partnership with Payroll.
Maintain and optimize integrations across ATS, HRIS, payroll, benefits, performance, and engagement systems, ensuring data accuracy and seamless process flow.
Ensure system compliance, data security, and SOX-aligned controls; maintain documentation, SOPs, and workflow maps to support operational excellence.
Own end-to-end employee data governance-including job codes, compensation fields, leveling, locations, hierarchy, and lifecycle updates-through regular audits and validation routines.
Partner with Compensation and HR Ops to ensure census accuracy, onboarding/offboarding data flow, and readiness for compensation cycles and audits.
Deliver workforce reporting, dashboards, org charts, headcount and turnover reports, and accurate data extracts to support compensation cycles and forecasting.
Collaborate with Finance on reconciliations tied to headcount, compensation planning, and forecasting accuracy.
Build and optimize system workflows (onboarding, offboarding, job changes, approvals, self-service) to reduce manual HR workload and improve process consistency and data integrity.
Enhance usability and adoption across HR systems by eliminating redundancies, reducing error rates, and creating scalable process improvements.
Partner cross-functionally with Compensation, TA, HR Ops, and Payroll to ensure accurate integrations, clean data flow, compliant processes, and aligned system responsibilities.