Workday HRIS Manager

A growing organization with nationwide operations is seeking an HRIS Manager to lead and advance its HR technology ecosystem. This is a hands-on individual contributor role with manager-level scope, responsible for designing, configuring, and delivering HRIS solutions that support efficient, compliant, and scalable people operations.

The HRIS Manager will collaborate closely with HR, IT, Finance, and business stakeholders to translate functional needs into effective system solutions. The ideal candidate brings a blend of strategic HR systems leadership and deep technical expertise, with strong experience in Workday configuration, integrations, data governance, and security. The role also includes oversight of external partners to support scalable delivery.

Key Responsibilities

• Own the organization’s HRIS strategy, architecture, and roadmap, ensuring alignment with business and workforce objectives.
• Serve as the primary Workday subject matter expert, managing configuration, enhancements, releases, and system optimization.
• Partner with cross-functional teams to gather requirements, assess impacts, and deliver HRIS solutions that meet operational needs.
• Design, build, and maintain integrations, reports, and automated processes to ensure accurate, timely, and secure data flow.
• Establish and uphold data governance, integrity, security, and compliance standards across HR systems.
• Manage third-party vendors and consultants, providing direction, prioritization, and quality oversight.
• Act as the escalation point for complex HRIS issues, troubleshooting and resolving system challenges.

• Develop and maintain system documentation, process guides, user materials, and training resources.
• Monitor system performance and identify opportunities for automation, scalability, and continuous improvement.
• Stay current on HR technology trends, Workday releases, and industry best practices to recommend future enhancements.

Qualifications & Experience

• Bachelor’s degree in Information Systems, Computer Science, Human Resources, Business, or a related field.
• 10+ years of experience with Workday HRIS architecture, configuration, and administration.
• Strong understanding of Workday integrations, including APIs, web services, microservices, and end?to?end solution design.
• Proficiency in XML for system-to-system data exchange.
• Advanced scripting and automation capabilities.
• Hands-on experience with ETL processes and data integrations.
• Strong knowledge of information security, data privacy, and compliance requirements related to HR data.
• Working knowledge of relational and/or NoSQL databases.
• Ability to anticipate HRIS challenges and design scalable, sustainable solutions.
• JavaScript experience is a plus for advanced Workday configuration and customization.
• Excellent analytical, problem-solving, and stakeholder communication skills.
• Workday Pro certification strongly preferred.

Determining compensation for this role (and others) at Vaco/Highspring depends upon a wide array of factors including but not limited to the individual’s skill sets, experience and training, licensure and certifications, office location and other geographic considerations, as well as other business and organizational needs. With that said, as required by local law in geographies that require salary range disclosure, Vaco/Highspring notes the salary range for the role is noted in this job posting. The individual may also be eligible for discretionary bonuses, and can participate in medical, dental, and vision benefits as well as the company’s 401(k) retirement plan. Additional disclaimer: Unless otherwise noted in the job description, the position Vaco/Highspring is filing for is occupied. Please note, however, that Vaco/Highspring is regularly asked to provide talent to other organizations. By submitting to this position, you are agreeing to be included in our talent pool for future hiring for similarly qualified positions. Submissions to this position are subject to the use of AI to perform preliminary candidate screenings, focused on ensuring minimum job requirements noted in the position are satisfied. Further assessment of candidates beyond this initial phase within Vaco/Highspring will be otherwise assessed by recruiters and hiring managers. Vaco/Highspring does not have knowledge of the tools used by its clients in making final hiring decisions and cannot opine on their use of AI products.