Log In

Log In to Save

Sign Up to Save

Sign Up to Dismiss


The email and password you specified are invalid. Please, try again.

Email and password are mandatory

Forgot Password?

Don't have an account? Sign Up

reset password

Enter your email address and we will send you a link to reset your password.

Back to Log In

Become A Hris Manager

Where do you want to work?

To get started, tell us where you'd like to work.
Sorry, we can't find that. Please try a different city or state.

Working As A Hris Manager

  • Communicating with Supervisors, Peers, or Subordinates
  • Getting Information
  • Analyzing Data or Information
  • Making Decisions and Solving Problems
  • Establishing and Maintaining Interpersonal Relationships
  • Mostly Sitting

  • Make Decisions

  • $127,510

    Average Salary

What Does A Hris Manager Do At Lowe's

* Provide strategic direction for current and future use of HR applications for Stores, Corporate and Supply Chain.
* Understand business requirements and develop a release road-map of future capabilities to delver on those requirements.
* Provide leadership and mentorship to staff.
* Work in a multi-project, multi-team environment with both internal and external business and IT team members.
* Lead and drive the delivery of high-quality systems enhancements, project initiatives, and maintenance.
* Work with the Human Resources, Compensation, Benefits and Payroll organizations in defining information. needs and establishing effective and efficient business processes.
* Acts as a Technical Consultant for all HR related IT initiatives, and as a Functional Consultant for Business Process Initiatives.
* Work with the IT organization to prepare project plans for proposed system enhancements or installation of new business applications.
* Function as the liaison between the business and IT, internal and external, on all HR Related IT initiatives.
* Research existing and new technologies to support human resources business needs

What Does A Hris Manager Do At Wageworks

* Manage and oversee the implementation of a HRIS system, which includessystem upgrades, enhancements, and data integration, while ensuring data integrity and security.
* Manages and oversees the HRIS team, which includes but is not limited to hiring, training, evaluating and coaching employees.
* Actively participates in annual HR projects (e.g. open enrollment, performance management, merit cycle, etc.) by leading and collaborating on the process / system design, configuration, testing and providing support post-launch.
* Works collaboratively with HR team members, Payroll and Finance and other appropriate stakeholders to analyze current processes, identify new system functionalities, recommend and implement changes.
* Provides support by researching and resolving complex issues, which includes reviewing and testing process flaws, and developing complex reports to support business needs.
* Documents and maintains all system configurations, procedures, user documentation and system updates.
* Conducts formal and informal training sessions regarding HRIS features and functionality

What Does A Hris Manager Do At City of Seattle

* What do we need you to do?
* Develop and manage the compensation and classification infrastructure through teamwork and collaboration.
* Provide technical expertise in the areas of compensation, classification, human resource information systems, and data analysis.
* Support the City's business needs through creative problem-solving.
* Represent the interests of the department and the human resource function in the City's planning and implementation of enhancements to human resource information systems.
* Build strong customer-focused relationships with both internal and external customers
* Support the success of the Classification/Compensation and HRIS teams by establishing clear roles and responsibilities.
* Provide coaching and mentoring to develop staff talents and achieve business priorities

What Does A Hris Manager Do At Cuny

* I.T.
* Computer Systems Managers manage and direct an Information Technology area at a College or University level.
* They set policies and procedures, direct technical staff, and maintain responsibility for administrative as well as technical issues within their assigned area(s) of responsibility.
* They may manage major and/or large, complex information systems activities and/or manage a unit or group.
* This job is in CUNY's Classified Managerial Service.
* The full specification is available on our web site at http://www.cuny.edu/about/administration/offices/ohrm/hros/classification/ccsjobs.html
* Computer Systems Manager
* Exempt
* The Human Resources Strategic Planning and Technology Unit at the City University of New York oversees planning for Human Capital Management (HCM) programs and technologies to promote effective and efficient availability, utilization, and performance of HRIS at the University.
* Reporting to the Deputy to the Executive Director of HR Operations, the Senior PeopleSoft and HRIS Manager implements and optimizes the use of the University’s PeopleSoft program (CUNYfirst) and unified time and leave system (eTime).
* This position includes consulting with internal customers on the best ways to use CUNY’s technological platforms, identifying potential process improvements, designing and executing user acceptance testing, leading projects to design and implement applications, troubleshooting problems and providing user training and support.
* In addition, this position will write detailed scopes of work and functional specifications to document proposed projects to reduce the amount of manual effort.
* Key responsibilities include, but are not limited to:
* Directs day-to-day systems administration and support activities focused on the Human Capital Management (HCM) portion of CUNYfirst implementation including testing, change control, monitoring utilization and triaging support.
* Must also act as a technical and functional resource to aid in the technical upgrade, analysis and design configuration of the PeopleSoft/Oracle HRMS modules.
* Assess interface functional integrity between the time and leave system and the University’s Enterprise Resource Planning (ERP) Project CUNYfirst.
* Troubleshoot, coordinate process improvements, and prepare system enhancements between users, Computing and Information Services, Payroll, Human Resources, and vendors.
* Create system integration test scripts and user acceptance testing data that will capture unique rules and practices for CUNY base title groups.
* As a subject matter expert, provide guidance and training on system use to maximize effectiveness; support all CUNY agencies in their use of CUNYfirst and eTime.
* Oversee small-to large-scale projects for CUNYfirst implementations and modifications; collaborate with Computer and Information Services to design and conduct specific performance and functional tests.
* Maintain physical infrastructure of each of the 25 campuses and Central Administration for implementation readiness and ongoing system compliance and stability.
* Ensure that all assignments are completed with the highest quality and within agreed-to Service Level Agreement guidelines and Key Performance Indicator targets.
* Participate in user groups as necessary

What Does A Hris Manager Do At Aspen Aerogels, Inc.

* Perform
* and manage all activities necessary to process multi-state and international
* payroll in accordance with the company’s pay schedule(s) including: maintaining
* related records, processing involuntary deductions such as garnishments,
* preparing accounting transactions and documents, documenting and updating
* procedures.
* Interacts with payroll
* vendors in multiple countries to process international payroll.
* Maintain
* absolute confidentiality of work-related issues, records and company
* information.
* Ensure
* SOX compliance by developing and adhering to internal controls requirements,
* maintaining updated documentation for payroll processes and providing
* recommendations as appropriate, with a demonstrated ability to own the ADP
* systems controls.
* Manage
* the review of timecard information submitted by employees to ensure accuracy
* prior to processing.
* Serve as a main
* resource for HR team, employees and managers regarding all payroll polices and
* timecard practices or issues.
* Ensure
* correct processing of special payroll items such as Disability and Military
* payments; relocation, car allowances, or other expenses; additional payroll
* runs for bonuses or recognition of stock earnings.
* Balance
* the payroll accounts by resolving payroll discrepancies in coordination with
* the Finance department.
* Ensure
* compliance with federal and state payroll tax regulations, respond and resolve
* all payroll tax issues, and ensure adequate tax registration and correct tax
* rates in the system.
* Advise HR
* management on needed action and provide required notifications to employees.
* Oversee
* quarterly reconciliation of Wage and Tax Reports and calendar year-end
* processing of payroll, including supplemental payrolls, W
* and other tax
* forms, and other government-required documentation.
* Partner
* with Benefits Manager to ensure accurate benefits entry in systems, and reconciliation
* of year-end requirements.
* Includes
* assistance with 401(k) administration and audit participation.
* Communicate
* actively with Accounting, Operations, HR and other departments to review
* cross-departmental impacts and reconcile data sharing.
* Support required audits as requested.
* Actively
* manage and maintain all employee records (manually and electronically) to
* reflect all changes in employment (i.e. hires, terminations, promotions, transfers,
* benefits enrollments, involuntary deductions, etc.)in accordance with the company’s record
* retention policies and procedures, and with state and federal laws and
* regulations.
* Compile
* statistical data and information, maintain various records, and prepare special
* and periodic reports.
* Seek to find solutions for internal customers to
* self-serve on-going data reporting needs.
* Respond
* to Workers’ Compensation inquiries including audit support.
* Manage
* verifications of employment upon request including inquiries from state
* unemployment offices, banks, or other agencies.
* Participate
* in developing HR department goals, metrics, objectives, and systems.
* Special
* projects as assigned.
* Maintain
* all aspects of Company’s HRIS systems while creating a culture of continuous
* improvement.
* Initiate, recommend and lead improvement projects throughout the
* year to align payroll & HRIS strategies with overall business objectives
* working cross-functionally with appropriate stakeholders.
* Plan,
* budget and forecast HRIS needs and applications.
* Maintain awareness of vendor
* plans and the potential impact of those plans on current and future HRIS
* functionality.
* Promote
* proactive approaches to solve business needs/problems while also enhancing the
* understanding and acceptance of the HRIS capabilities.
* Serves as an interface
* between internal/external customers and the functional team members to ensure
* effective definition of and delivery of ADP applications and other HRIS systems.
* Supervisory
* Responsibility:
* This
* position is responsible for supervising and developing a Payroll & HR
* Coordinator.
* Education and

Show More

Show Less

How To Become A Hris Manager

Candidates need a combination of education and related work experience to become a compensation and benefits manager.


Compensation and benefits managers need at least a bachelor’s degree for most positions, and some jobs require a master’s degree. Because not all undergraduate programs offer a degree in human resources, managers often have a bachelor’s degree in business administration, business management, finance, or a related field.

Some employers prefer to hire managers who have a master’s degree, particularly one with a concentration in human resources management, finance, or business administration (MBA).

Work Experience in a Related Occupation

Related work experience is essential for compensation and benefits managers. Managers often specialize in either compensation or benefits, depending on the type of experience they gain in previous jobs. For example, compensation and benefits managers often start out as compensation, benefits, and job analysis specialists. Work experience in other human resource fields, finance, or management is also helpful for getting a job as a compensation and benefits manager.

Licenses, Certifications, and Registrations

Although compensation and benefits managers are not legally required to be certified, certification can show expertise and credibility. Many employers prefer to hire certified candidates, and some positions may require certification.

Certification programs for management positions often require several years of related work experience to qualify for the certifying exam. Many professional associations for human resources workers offer certifications. Some associations, including the International Foundation of Employee Benefit Plans and WorldatWork, offer certification programs that specialize in compensation and benefits. Others, including the HR Certification Institute, offer general human resources credentials.  

Important Qualities

Analytical skills. Compensation and benefits managers must analyze data on salaries and the cost of benefits, and assess and devise programs that best fit an organization and its employees.

Business acumen. Compensation and benefits managers must manage a budget, build a case for their recommendations, and understand how compensation and benefits plans affect the company’s finances.

Communication skills. Compensation and benefits managers must direct staff, give presentations, and work with colleagues. For example, they may present the advantages of a certain pay scale to management and address any concerns.

Decisionmaking skills. Compensation and benefits managers must weigh the strengths and weaknesses of different pay structures and benefits plans and choose the best options for an organization. 

Leadership skills. Compensation and benefits managers must coordinate the work activities of their staff and properly administer compensation and benefits programs, ensuring work is completed accurately and on schedule.

Writing skills. Compensation and benefits managers must prepare clearly written informational materials on compensation and benefits plans for an organization’s employees. They must also clearly convey recommendations in written reports.

Show More

Show Less

Hris Manager jobs

Add To My Jobs

Hris Manager Demographics


  • Female

  • Male

  • Unknown



  • White

  • Hispanic or Latino

  • Asian

  • Unknown

  • Black or African American

Show More

Languages Spoken

  • Spanish

  • Mandarin

  • Portuguese

  • Japanese

Show More

Hris Manager

Unfortunately we don’t have enough data for this section.

Hris Manager Education

Hris Manager

Unfortunately we don’t have enough data for this section.

Job type you want
Full Time
Part Time

Real Hris Manager Salaries

Job Title Company Location Start Date Salary
Manager of Hris PLS Financial Services, Inc. Chicago, IL May 16, 2016 $115,000
Principle Analyst/Hris Manager Covidien LP Mansfield, MA Oct 01, 2015 $111,051
Hris Manager Covidien LP Mansfield, MA Jul 21, 2014 $100,940
Hris (Human Resources Information System) Manager Dura Operating, LLC Rochester Hills, MI Sep 05, 2011 $99,476
Hris Manager Dura Operating, LLC Rochester Hills, MI Sep 05, 2011 $99,476
Manager, Hris Data Standards Coca-Cola Refreshments USA, Inc. Atlanta, GA Aug 15, 2012 $91,687 -
Manager, Hris DFS Corporate Services LLC Riverwoods, IL Jul 20, 2011 $86,528 -

No Results

To get more results, try adjusting your search by changing your filters.

Show More

Top Skills for A Hris Manager


Show More

Top Hris Manager Skills

  1. Hr/Payroll
  2. Ensure Compliance
  3. ADP
You can check out examples of real life uses of top skills on resumes here:
  • Coordinate all HR/Payroll administration process to insure timely processing of documents.
  • Analyzed and modified compensation and benefits information to establish competitive programs and ensure compliance with legal requirements.
  • Managed content and security of employee benefit data to the benefit providers and support Oracle interface to ADP.
  • Create efficient auditing practices to ensure data integrity.
  • Managed yearly production of Benefits and Compensation Statement and automated open enrollment process.

Top Hris Manager Employers

Show More

Hris Manager Videos

TimeTrax HRIS - Human Resource Management Software (HCMS / HRMS)