| Detail | For this role |
|---|---|
| Department | Human Resources |
| Level | Manager |
| Reports to | Head of People Operations |
| Direct reports | HRIS Executive, HRMS Administrator |
| Experience | 8 to 12 years in HR technology, HR operations or ERP HR modules, with 3 or more years leading implementations |
HRIS Manager job description template
Copy this job description, replace the text in square brackets and post it on your careers page or a job portal.
Job title: HRIS Manager
Department: Human Resources
Reports to: Head of People Operations
Location: [City], [office, branch or site]
About the role
An HRIS Manager owns the company's HR technology: the HRMS, payroll system, attendance devices and the data that moves between them. The role plans system changes, runs implementations and upgrades, sets data standards and access rules, builds reports and manages vendors. It reports to the Head of People Operations or HR Head and works closely with IT and finance. A good HRIS manager makes HR data reliable enough that leaders stop keeping their own spreadsheets.
Key responsibilities
- Maintain the HR technology roadmap: which processes to automate, which systems to replace and in what order, with cost and benefit for each.
- Lead HRMS selection and implementation projects, from requirement gathering and configuration sign-off to data migration and user acceptance testing.
- Own the data flow between HR, payroll, finance and attendance systems, and fix mismatches between them.
- Set standards for employee master data such as employee codes, designations, departments and reporting managers, and enforce them.
- Define role-based access and masking for salary, bank and personal data, and review every user's access each quarter.
- Manage change requests from HR teams, prioritize them and test each configuration change before it goes live.
- Build standard reports and dashboards for HR, finance and leadership, and retire duplicate spreadsheets.
- Manage HR technology vendors, service levels, licences and renewals.
- Train HR users and managers on new features, and maintain user guides and answers to common questions.
- Lead the HRIS executives and administrators, and plan cover for month close and payroll periods.
Requirements
- Graduate in engineering, computer applications or commerce; an MBA in HR or systems is an advantage
- Certification in the HRMS or ERP HR module the company uses
- A project management certification such as PMP is an advantage
- 8 to 12 years in HR technology, HR operations or ERP HR modules, with 3 or more years leading implementations
KRAs and KPIs for a HRIS Manager
Key result areas for the appraisal form, each with a KPI you can measure every month or quarter.
| Key result area | How to measure it |
|---|---|
| Month-close readiness | Attendance, leave and payroll data locked on schedule every month with no system-caused delay |
| Master data quality | Master data errors below 0.5 percent of records at the monthly audit |
| Change requests | At least 90 percent of approved change requests delivered within the agreed timeline |
| Access control | Quarterly access review completed with no user holding rights beyond their role |
| Project delivery | HR technology projects delivered within approved budget and timeline |
| User adoption | At least 90 percent of leave and attendance requests raised in the system instead of email or paper |
Skills and tools
Tools used day to day: HRMS, SAP SuccessFactors or Oracle HCM, SQL, Power BI, Jira, Advanced Excel.
Reporting line and career path
Next roles: Head of People Operations, Product Manager
Interview questions for a HRIS Manager
- Walk us through an HRMS implementation you led, from requirements to go-live.
- How would you migrate five years of leave balances from spreadsheets into a new system?
- Payroll and HR report different headcounts. How do you find the cause?
- Who should be able to see salary data, and how would you set that up?
- HR wants 30 changes this quarter and you can deliver 10. How do you prioritize?
- How do you test a change to leave rules before it reaches all employees?
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What does an HRIS manager do?
An HRIS manager owns the HR systems and data. The role plans and implements HRMS changes, keeps employee master data accurate, controls who can see sensitive data, builds HR reports, manages HR technology vendors and trains users. It sits between HR, IT and finance.
What is the difference between HRIS and HRMS?
In Indian usage the terms overlap. HRIS, or human resource information system, traditionally means the employee database and reporting. HRMS, or human resource management system, usually means a broader suite that also runs attendance, leave, payroll and performance processes. HRIS manager is the common job title for whoever owns these systems.
What skills are required for an HRIS manager?
An HRIS manager needs system configuration and testing skills, data management, SQL or advanced Excel, reporting, and an understanding of HR processes such as payroll, leave and attendance. Project management, vendor management and the ability to explain technical limits to HR colleagues are just as important.