HRIS Administration & Maintenance
- Own day-to-day administration, configuration, maintenance, and support of Dayforce and other HR technology platforms.
- Serve as the primary technical and functional point of contact for HRIS inquiries, issue resolution, troubleshooting, and escalation.
- Configure and maintain modules, workflows, business rules, security roles, permissions, notifications, forms, dashboards, and system settings.
- Evaluate vendor releases, upgrades, patches, and new functionality; assess business impact, coordinate testing, and support implementation.
- Monitor system performance and identify opportunities to improve reliability, usability, self-service, and adoption.
- Maintain current documentation of HR systems, configurations, processes, integrations, workflows, and standard operating procedures.
Business Process Optimization & Technical Solutions
- Partner with Human Resources and business stakeholders to understand objectives, document requirements, and translate needs into clear functional and technical specifications.
- Analyze processes and workflows to identify gaps, redundancies, manual interventions, and opportunities for automation or standardization.
- Design, configure, test, implement, and document solutions that maximize HR technology investments and improve the employee and manager experience.
- Research emerging HR technologies, vendor capabilities, industry trends, and best practices; provide recommendations to HR leadership.
Integrations & Data Flows
- Oversee and support integrations and data exchanges between Dayforce, benefits platforms, recruiting and talent systems, learning systems, financial systems, and other applications.
- Partner with vendors to design, test, monitor, troubleshoot, and maintain secure and reliable data flows, including APIs, SFTP, file feeds, and other approved integration methods.
- Coordinate root-cause analysis and corrective action for failed interfaces, data discrepancies, and recurring system issues.
Data Management, People Analytics & Reporting
- Lead the development and ongoing improvement of HR reporting, KPI dashboards, workforce analytics, and insights that support business and talent decisions.
- Gather reporting requirements, establish definitions, prioritize requests, and create standardized and custom reports for authorized stakeholders.
- Perform regular data audits, reconciliations, and quality reviews; resolve discrepancies and identify root causes to prevent recurrence.
- Ensure workforce reporting is accurate, consistent, understandable, and presented with relevant context.
Project, Vendor & Change Management
- Lead or coordinate HR technology projects through planning, requirements, design, configuration, testing, implementation, communication, training, stabilization, and post-implementation review.
- Develop project plans, timelines, decision logs, testing scripts, risk and issue tracking, status updates, and implementation documentation.
- Coordinate cross-functional work with HR subject matter experts, Information Technology, Finance, operational teams, external partners, and system vendors.
- Manage vendor support cases and service issues; monitor follow-through and escalate when needed.
User Support, Training & Communication
- Provide responsive technical support and consultation to HR team members, managers, employees, and other authorized users.
- Develop and deliver role-appropriate training for new functionality, processes, reports, dashboards, and system changes.
- Create user guides, procedures, job aids, and other documentation that make technical information clear to non-technical audiences.
- Own the communication approach for material HR system changes so stakeholders understand timing, impact, required actions, and available support.
Security, Privacy & Compliance
- Administer role-based access, permissions, segregation of duties, and data protection controls for HR systems, reporting tools, and integrations.
- Conduct periodic access and security reviews and coordinate remediation of identified risks or control gaps.
- Protect confidential employee and business information and support compliance with applicable data privacy, records, labor, and reporting requirements.
- Support internal and external audits by providing system documentation, access records, data validation, and other requested HRIS information.