HRIS Manager

Overview

Title: HRIS Manager

Schedule: Hybrid, 3 days in office, 2 days remote

The HRIS Manager serves as the organization’s HR systems subject matter expert and trusted advisor, ensuring our HR technology works effectively to support the company’s people strategy. Reporting to the Chief Human Resources Officer, this role provides HRIS support to HR colleagues and team members, owns all system configuration, and develops and leads strategies to fully maximize the HR system. The HRIS Manager proactively identifies and resolves system issues and barriers, serves as the primary liaison to our external system partner, and maintains an ongoing system improvement plan. This role also helps advance the company’s HR AI and governance strategy, identifying responsible ways to use AI to improve HR processes and the team member experience.

Responsibilities

This job description is not designed to cover or contain a comprehensive list of activities, duties, or responsibilities. Duties may change or be assigned at any time.

System Ownership and Configuration: Own the configuration, maintenance, and administration of the HRIS (ADP), including business rules, workflows, security roles, fields, and system settings, ensuring changes are tested, documented, and aligned with HR policies and processes. Plan and execute testing for configuration changes, upgrades, and new functionality.

HRIS Support: Serve as the primary point of contact for HRIS questions and issues from HR colleagues, leaders, and team members, providing timely, effective support and resolution.

System Optimization Strategy: Develop and implement strategies to fully maximize the value of the HRIS, identifying underused functionality and opportunities to automate, streamline, and improve HR processes. Stay current on HR technology trends and new system features to keep the HRIS relevant and effective.

Vendor Partnership: Serve as the primary liaison to our external HRIS partner, managing service tickets and escalations, coordinating releases and upgrades, monitoring service levels, and advocating for Benevis’s needs.

Reporting and Analytics: Own HR reporting, building and maintaining standard and ad hoc reports and dashboards that support HR, leadership, and compliance needs, including turnover, headcount, new hires and terminations, compensation, leave, and compliance reporting such as EEO-1.

HR Process Support: Partner with other HR functions to support key system-driven processes such as onboarding, performance and merit cycles, open enrollment, engagement, and compliance reporting.

Systems Integration: Lead and support integrations between the HRIS and other systems (such as benefits carriers, recruiting, learning, timekeeping) as needs arise, partnering with IT, Finance, Compliance, and vendors to ensure accurate, secure data flow.

Proactive Problem Solving: Identify, troubleshoot, and resolve system issues, data discrepancies, and process barriers, determining root causes and implementing solutions.

Strategic Partnership: Partner with HR leadership to translate strategic priorities into HR technology requirements and solution designs that support the company’s people strategy.

Implementations and Upgrades: Lead system upgrades, new module rollouts, and implementations, including planning, vendor coordination, testing, and go-live support.

Data Integrity and Security: Establish and monitor processes, audits, and controls to maintain accurate, complete, and confidential employee data. Manage user access and security roles, audit access regularly, and maintain appropriate segregation of duties.

Privacy and Compliance: Ensure the HRIS and related processes comply with HIPAA, data privacy requirements, applicable laws, and company policies.

Documentation and Training: Develop and maintain HRIS policies, procedures, system documentation, process guides, and job aids, and train HR colleagues and end users to use the system effectively.

Qualifications

Skills:

Advanced knowledge of HRIS configuration, administration, workflows, and security

Strong analytical and troubleshooting skills with a proactive approach to problem solving

Working knowledge of system integrations, data interfaces, and file feeds

Strong reporting skills and proficiency in Microsoft Excel

Excellent communication skills, with the ability to explain technical concepts to non-technical audiences

Understanding of core HR processes and related compliance requirements

Ability to manage multiple priorities and projects with strong attention to detail

Commitment to maintaining confidentiality of sensitive employee data

Education and Experience:

Bachelor’s degree in Human Resources, Information Systems, Business, or a related field, or equivalent combination of education and experience

Minimum of 5 years of experience with HR systems, including system configuration and administration

Experience managing vendor relationships and system implementations, upgrades, or integrations

Licensure/Certification, if applicable:

None required

Key Competencies:

Problem Solving: Anticipates issues and identifies practical, lasting solutions.

Customer Focus: Provides responsive, service-oriented support to HR colleagues and team members.

Collaboration: Builds strong partnerships across HR, IT, Finance, Compliance, Payroll and external vendors.

Communication: Communicates clearly and keeps stakeholders informed of priorities and changes.

Continuous Improvement: Looks for ways to improve systems and processes and maximize value.

Integrity and Confidentiality: Handles sensitive information with discretion and sound judgment.

Preferred Qualifications:

Strong preference for experience with ADP, including configuration and administration

Experience in a multi-state, multi-site organization

HRIS-related certification (e.g., IHRIM HRIP or ADP certifications) or project management certification (e.g., PMP)

Experience with project management and change management methodologies

Experience with reporting and analytics tools such as Power BI

Working Conditions/Physical Requirements:

The nature of work requires the ability to:

Sit for extended periods and work at a computer for most of the workday

Communicate effectively in person, by phone, and through virtual platforms

Travel occasionally to the Atlanta office or other company locations as needed

Team members may be required to work extended or alternate hours during peak periods or to support operational requirements. Scheduled hours and work location may vary based on business needs.

Equal Employment Opportunity Benevis, Inc. is an equal opportunity employer. We do not discriminate in employment on the basis of any characteristic protected by applicable federal, state, or local law. This policy applies to all terms and conditions of employment, including recruitment, hiring, placement, promotion, compensation, training, and separation.

Reasonable Accommodation Benevis, Inc. provides reasonable accommodations to qualified individuals with disabilities and for sincerely held religious beliefs. If you need accommodation to apply, interview, or perform the essential functions of this position, you may contact the Human Resources Department.

This job description is not designed to cover or contain a comprehensive list of activities, duties, or responsibilities. Duties may change or be assigned at any time.

System Ownership and Configuration: Own the configuration, maintenance, and administration of the HRIS (ADP), including business rules, workflows, security roles, fields, and system settings, ensuring changes are tested, documented, and aligned with HR policies and processes. Plan and execute testing for configuration changes, upgrades, and new functionality.

HRIS Support: Serve as the primary point of contact for HRIS questions and issues from HR colleagues, leaders, and team members, providing timely, effective support and resolution.

System Optimization Strategy: Develop and implement strategies to fully maximize the value of the HRIS, identifying underused functionality and opportunities to automate, streamline, and improve HR processes. Stay current on HR technology trends and new system features to keep the HRIS relevant and effective.

Vendor Partnership: Serve as the primary liaison to our external HRIS partner, managing service tickets and escalations, coordinating releases and upgrades, monitoring service levels, and advocating for Benevis’s needs.

Reporting and Analytics: Own HR reporting, building and maintaining standard and ad hoc reports and dashboards that support HR, leadership, and compliance needs, including turnover, headcount, new hires and terminations, compensation, leave, and compliance reporting such as EEO-1.

HR Process Support: Partner with other HR functions to support key system-driven processes such as onboarding, performance and merit cycles, open enrollment, engagement, and compliance reporting.

Systems Integration: Lead and support integrations between the HRIS and other systems (such as benefits carriers, recruiting, learning, timekeeping) as needs arise, partnering with IT, Finance, Compliance, and vendors to ensure accurate, secure data flow.

Proactive Problem Solving: Identify, troubleshoot, and resolve system issues, data discrepancies, and process barriers, determining root causes and implementing solutions.

Strategic Partnership: Partner with HR leadership to translate strategic priorities into HR technology requirements and solution designs that support the company’s people strategy.

Implementations and Upgrades: Lead system upgrades, new module rollouts, and implementations, including planning, vendor coordination, testing, and go-live support.

Data Integrity and Security: Establish and monitor processes, audits, and controls to maintain accurate, complete, and confidential employee data. Manage user access and security roles, audit access regularly, and maintain appropriate segregation of duties.

Privacy and Compliance: Ensure the HRIS and related processes comply with HIPAA, data privacy requirements, applicable laws, and company policies.

Documentation and Training: Develop and maintain HRIS policies, procedures, system documentation, process guides, and job aids, and train HR colleagues and end users to use the system effectively.

Skills:

Advanced knowledge of HRIS configuration, administration, workflows, and security

Strong analytical and troubleshooting skills with a proactive approach to problem solving

Working knowledge of system integrations, data interfaces, and file feeds

Strong reporting skills and proficiency in Microsoft Excel

Excellent communication skills, with the ability to explain technical concepts to non-technical audiences

Understanding of core HR processes and related compliance requirements

Ability to manage multiple priorities and projects with strong attention to detail

Commitment to maintaining confidentiality of sensitive employee data

Education and Experience:

Bachelor’s degree in Human Resources, Information Systems, Business, or a related field, or equivalent combination of education and experience

Minimum of 5 years of experience with HR systems, including system configuration and administration

Experience managing vendor relationships and system implementations, upgrades, or integrations

Licensure/Certification, if applicable:

None required

Key Competencies:

Problem Solving: Anticipates issues and identifies practical, lasting solutions.

Customer Focus: Provides responsive, service-oriented support to HR colleagues and team members.

Collaboration: Builds strong partnerships across HR, IT, Finance, Compliance, Payroll and external vendors.

Communication: Communicates clearly and keeps stakeholders informed of priorities and changes.

Continuous Improvement: Looks for ways to improve systems and processes and maximize value.

Integrity and Confidentiality: Handles sensitive information with discretion and sound judgment.

Preferred Qualifications:

Strong preference for experience with ADP, including configuration and administration

Experience in a multi-state, multi-site organization

HRIS-related certification (e.g., IHRIM HRIP or ADP certifications) or project management certification (e.g., PMP)

Experience with project management and change management methodologies

Experience with reporting and analytics tools such as Power BI

Working Conditions/Physical Requirements:

The nature of work requires the ability to:

Sit for extended periods and work at a computer for most of the workday

Communicate effectively in person, by phone, and through virtual platforms

Travel occasionally to the Atlanta office or other company locations as needed

Team members may be required to work extended or alternate hours during peak periods or to support operational requirements. Scheduled hours and work location may vary based on business needs.

Equal Employment Opportunity Benevis, Inc. is an equal opportunity employer. We do not discriminate in employment on the basis of any characteristic protected by applicable federal, state, or local law. This policy applies to all terms and conditions of employment, including recruitment, hiring, placement, promotion, compensation, training, and separation.

Reasonable Accommodation Benevis, Inc. provides reasonable accommodations to qualified individuals with disabilities and for sincerely held religious beliefs. If you need accommodation to apply, interview, or perform the essential functions of this position, you may contact the Human Resources Department.