HRIS Manager

Position Summary

The HRIS Manager serves as a key strategic and operational partner across People & Culture, Payroll, Benefits, Finance, Compliance, and IT, responsible for managing and optimizing LISC's HR technology ecosystem. This role oversees HRIS administration, systems integration, data integrity, workforce reporting and analytics, and technology-enabled process improvements to strengthen operational efficiency, compliance, and informed decision-making.

Working collaboratively with internal stakeholders and external vendors, the HRIS Manager ensures seamless connectivity across HR platforms, supports evolving business needs, and provides technical and operational support for payroll and benefits administration.

Essential Duties and Responsibilities

The following responsibilities represent the position's core functions and are not exclusive of other duties that may be required.

HRIS, Technology & Workforce Analytics — 75%

HR Technology Administration & Systems Integration

• Serve as the primary administrator for ADP Workforce Now and related HR technology platforms, including performance management, compensation, talent acquisition, learning management, and benefits systems.
• Manage system configurations, security access, integrations, automated data exchanges, upgrades, testing, troubleshooting, and vendor coordination.
• across People & Culture, IT, Finance, and Compliance to identify business needs, implement system enhancements, and ensure effective data connectivity across enterprise platforms.
• Maintain system documentation, provide technical support and user training, and support the evaluation and implementation of new HR technologies.
• Communicates on demand with adhoc reporting and audit support including headcounts., EEO1. 401k compliance testing, EEO-1 filings and other regulatory state and federal filings.

Data Governance, Reporting & Analytics

• Maintain HR data integrity through established data governance standards, access controls, audits, validation, and reconciliation processes.
• Develop and maintain recurring and ad hoc reports, dashboards, and workforce analytics to support headcount management, financial planning, compensation, performance management, compliance, and organizational decision-making.
• Provide data, documentation, and reporting to support internal and external audits, regulatory requirements, and organizational compliance initiatives.
• Leverage ADP Workforce Now, Power BI, MS Office suite, Smartsheet, and other reporting tools to strengthen data accuracy, accessibility, and workforce insights.

Process Improvement & Cross-Functional Partnership

• Serve as a key HRIS liaison across People & Culture, Payroll, Benefits, Finance, and Compliance, providing technical expertise, reporting, data analysis, and systems support.
• Identify opportunities to automate processes, streamline workflows, reduce manual effort, and improve system functionality and operational effectiveness.
• Collaborate with People & Culture colleagues to support employee lifecycle processes, including onboarding, performance management, compensation planning, learning, and offboarding.
• Partner with IT and external vendors to prioritize system enhancements, resolve technical issues, and support HR technology planning and continuous improvement.

Payroll & Benefits Administration Support — 25%

• Provide backup reporting support for multistate payroll processing, including employee data changes, time and attendance, deductions, payroll adjustments, and related reconciliations.
• Collaborate with Payroll to resolve discrepancies, support audits, , and implement system and process improvements.
• Support benefits administration, including employee enrollments, qualifying life events, , annual open enrollment, and carrier data reconciliation.
• Partner with Benefits and external vendors to resolve enrollment and billing discrepancies and maintain accurate benefits records and system integrations.
• Provide reporting, documentation, and data support for payroll and benefits compliance requirements, audits, and regulatory filings.
• Collaborate across People & Culture and Finance to strengthen internal controls, operational continuity, and employee service delivery.

Required Qualifications

• Bachelor's degree in Human Resources, Information Systems, Business Administration, or related field, or equivalent experience.
• Minimum seven years of progressive experience in HRIS administration, HR technology, or related systems management.
• Demonstrated expertise with ADP Workforce Now or a comparable HRIS platform, including system administration, integrations, reporting, and data management.
• Experience with HR technology implementations, system testing, data governance, process automation, and vendor management.
• Proficiency in Power BI, advanced Excel, and workforce reporting and analytics.
• Working knowledge of multistate payroll, benefits administration, and applicable compliance requirements.
• Strong analytical, project management, problem-solving, and organizational skills, with the ability to manage competing priorities.
• Excellent communication and collaboration skills, with demonstrated ability to translate business needs into effective technical solutions and maintain confidentiality.

Preferred Qualifications

• SHRM-CP, PHR, HRIP, or comparable professional certification.
• Experience with HR technology platforms such as Greenhouse, Absorb LMS, PerformYard, and compensation management tools.
• Familiarity with Power Automate, Power Query, API/SFTP integrations, and workflow automation.
• Experience supporting enterprise workforce analytics, audit readiness, and compensation planning.
• Experience in a nonprofit, multistate, or complex matrixed organizational environment.

COMPENSATION

LISC offers a competitive salary ($105,000-$131,000) and excellent fringe benefits.