How to hire a mis manager

How to hire a mis manager, step by step

Here's a step-by-step mis manager hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a mis manager job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new mis manager
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   First, determine the employments status of the mis manager you need to hire. Certain mis manager roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A mis manager's background is also an important factor in determining whether they'll be a good fit for the position. For example, mis managers from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   This list shows salaries for various types of mis managers.

   Type of MIS Manager	Description	Hourly rate
   MIS Manager	Computer and information systems managers, often called information technology (IT) managers or IT project managers, plan, coordinate, and direct computer-related activities in an organization. They help determine the information technology goals of an organization and are responsible for implementing computer systems to meet those goals.	$22-51
   Information Technology Technical Services Manager	An information technology/technical services manager is responsible for supervising the operations of the information technology team, assisting the technical staff in providing efficient performance by improving technology systems and network infrastructure to support business functions. This job requires extensive knowledge of the technology industry, as well as an excellent command of programming and system processes to ensure smooth navigation and consistent transitions... Show more	$41-72
   Information Technology Operations Manager	An Information Technology Operations Manager is responsible for the smooth running of the computer systems. They ensure the operation of computer systems in accordance with specifications, costs, and timelines.	$41-73

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Windows Server
   • SQL Server
   • Financial Statements
   • ERP
   • Disaster Recovery
   • Lan
   • Computer System
   • Payroll
   • POS
   • MRP
   • Unix
   • EDI
   • Management System
   • VPN

   Check all skills

   Responsibilities:

   • Maintain and manage Linux servers.
   • Manage projects to upgrade all PBX equipment.
   • Evaluate requirements, analyze vendors, lead project to implement Citrix solution.
   • Manage training programs, surveillance system, telecom (VOIP) network.
   • Manage the hardware upgrade of a System/38 and the software conversion from MAPICS to MAPICS-II.
   • Manage the plant in Dallas, Texas and the corporate office in San Jose, California.

   More mis manager duties

3. Make a budget

   Including a salary range in your mis manager job description is a great way to entice the best and brightest candidates. A mis manager salary can vary based on several factors:

   • Location. For example, mis managers' average salary in oklahoma is 37% less than in california.
   • Seniority. Entry-level mis managers earn 57% less than senior-level mis managers.
   • Certifications. A mis manager with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a mis manager's salary.

   Average mis manager salary

   $70,651yearly

   $33.97 hourly rate

   ---

   Entry-level mis manager salary

   $46,000 yearly salary

   Updated December 16, 2025

   Average mis manager salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$85,601	$41
   2	Michigan	$76,804	$37
   3	Texas	$75,450	$36
   4	Ohio	$75,269	$36
   5	Pennsylvania	$75,185	$36
   6	New York	$73,920	$36
   7	Illinois	$67,342	$32

   Average mis manager salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Santander Bank	$107,878	$51.86
   2	Cybersoft Technologies	$107,528	$51.70
   3	Indus Valley Consultants	$88,128	$42.37
   4	Infodat	$82,689	$39.75
   5	Indus Valley Partners	$78,095	$37.55
   6	Universal Health Services	$73,108	$35.15	7
   7	Computer Discoveries, Inc.	$72,614	$34.91
   8	Epson America	$70,181	$33.74
   9	NGK Spark Plug MFG	$69,572	$33.45
   10	Premier Technology	$67,704	$32.55
   11	Einstein Healthcare Network	$66,931	$32.18
   12	Inalfa Roof Systems Group	$66,654	$32.05
   13	Compass Group USA	$55,965	$26.91	121
   14	Oaks Integrated Care	$52,045	$25.02	1

4. Writing a mis manager job description

   A good mis manager job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a mis manager job description:

   Mis manager job description example

   + Operationalize our Total Rewards function by converting strategy into action, collecting and analyzing data to measure success, and continually optimizing programs to ensure alignment with business goals and maximum ROI.
   
   + Lead the team in the execution of our annual open enrollment, new hire benefits orientation, leave of absence programs, wellness program, and all aspects of 401(k) administration.
   
   + Advise, coach, and train our HR team and business leaders to ensure thorough adoption and understanding of our rewards programs and identify and resolve any gaps in program adoption.
   
   + Assists in driving a national Total Rewards strategy and cascading benefits strategies which align with the company's business and talent acquisition strategies to attract and retain a diverse workforce.
   
   + Utilizes data and analytics to act as a consultant for leadership and drive favorable business outcomes by providing innovative ideas, insights, and recommendations as it relates to our Total Rewards programs
   
   + Review the Total Rewards programs regularly. Provide recommendations for the company benefits strategy, including implementing new plans, modifying existing plans, developing wellness programs and ensuring the benefits are competitive within the market.
   + Provide on-demand and recurring Human Capital Management reporting and analytics to the business.
   
   + Oversee the successful processing and administration of payroll; providing checks and balances while establishing and adopting best practices for the function
   
   + Provide purpose, motivation, and direction to the Total Rewards Team using effective performance management techniques, including establishing expectations and goals, providing recognition and feedback, and addressing performance problems.
   
   + Research, negotiate, and evaluate vendor proposal contracts. Manage vendor relationships. Act as a liaison between vendors, brokers, and associates for problem resolution.
   
   + Oversee internal benefit audits, as necessary, and assist with external benefit audits and year end testing for 401(k) Plan and all 5500 annual filings.
   
   + Stay abreast of federal and state benefits regulations and notify management of necessary changes.
   
   + Adhere to all company policies related to J-SOX and IATF16949.
   
   + Bachelor's degree in Human Resources, Business or related discipline
   
   + Minimum of 8 years of Total Rewards experience inclusive of benefits, compensation and wellness.
   
   + Minimum of 2 years of experience in leading and/or supervising a team
   
   + Knowledge of payroll, wellness and benefit laws and policies, such as 401(k), COBRA, HIPAA, Workers' Compensation, ERISA, and PPACA, FMLA, ADA.
   
   + Extensive knowledge of health care program offerings (i.e. medical, dental, STD, LTD, Life/AD&D, EAP, and other benefit programs)
   
   + Ability to maintain confidential information
   
   + HR software experience, preferably ADP
   
   + Strong communication skills, both written and verbal; ability to communicate complicated details effectively with individuals at all levels.
   
   + Ability to find solutions that are acceptable to diverse groups with conflicting interests and needs.
   
   + Strong employee relations skills with a customer-service orientation
   
   + Ability to gain cooperation from others to obtain information and accomplish goals.
   
   + Ability to adapt leadership style to a variety of situations and create a positive work environment where all staff are motivated to do their best.
   
   + Ability to identify options for solving a problem and evaluate the strengths and weaknesses
   
   + Ability to work collaboratively with employees within department and across functions to accomplish goals.
   
   + Ability to set priorities, goals, and timetables to achieve maximum productivity.
   
   + Intermediate to advanced Excel required (minimum vlookups, pivot tables, if statements).
   
   + Proven ability to analyze data for trends and provide recommendations based on analysis
   
   + Detailed-oriented
   
   + Experience negotiating benefits contracts and working with vendors
   
   + Ability to travel
   
   ID: 2022-2074
   
   External Company Name: NGK Spark Plugs (USA) Inc.
   
   External Company URL: www.ngksparkplugs.com
   
   Street: 46929 Magellan Drive
   
   Telecommute: Yes

   Copy this example

   

5. Post your job

   There are a few common ways to find mis managers for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your mis manager job on Zippia to find and recruit mis manager candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit mis managers, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new mis manager

   Once you have selected a candidate for the mis manager position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   After that, you can create an onboarding schedule for a new mis manager. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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