Sr. Manager, HRIS

The Sr. Manager, HRIS at 2U is responsible for overseeing HRIS operations and optimizing systems for enhanced employee experiences. Key tasks include serving as a liaison between stakeholders and analysts, leading Workday HCM configuration, and implementing a roadmap for HRIS enhancements. This role plays a critical part in executing essential HRIS functions like performance reviews and benefits enrollment, ensuring seamless operations.

To qualify for the Sr. Manager, HRIS role at 2U, candidates should have 5-7+ years of experience in HR technology with a strong focus on Workday HCM configuration. A Bachelor's degree in Human Resources Management, IT, Business, or a related field is required. Additionally, advanced skills in Excel and Google Sheets, strong project management abilities, and experience managing an HR technology team are highly valued.

The culture at 2U is vibrant and collaborative, emphasizing a mission-driven approach to education. As a Sr. Manager, HRIS, you'll be part of a diverse team dedicated to innovation and continuous learning. The company values inclusion and respect, providing a supportive environment where every employee's contribution is meaningful. Team members enjoy a healthy work-life balance and comprehensive benefits, fostering both personal and professional growth.

The Sr. Manager, HRIS is pivotal in modernizing HR technologies and improving user experiences at 2U. By providing technical expertise and leading a team that evaluates and enhances HR technology solutions, the Sr. Manager ensures that HR systems align with strategic objectives. This role also identifies opportunities for vendor consolidation and cost reduction, directly contributing to the efficiency and effectiveness of HR operations.

A solid background in HR technology, particularly with Workday HCM, is essential for the Sr. Manager, HRIS at 2U. Candidates should demonstrate expertise in system configuration, maintenance, security, and data integrity. Familiarity with HR processes, reporting tools, and vendor management is also crucial. Advanced analytical skills using Excel and Google Sheets will aid in achieving the technical aspects of this role.

When discussing your experience with Workday HCM, emphasize specific configurations and implementations you managed. Highlight projects where you optimized processes to enhance user experience or improved system integrations. Discuss how your hands-on experience enables you to lead HRIS analysts effectively and ensure that technology aligns with business goals.

In your response, illustrate your project management approach. Discuss the importance of stakeholder input and data-driven decision-making. You might mention using tools to assess the impact and urgency of each enhancement, ensuring that projects align with strategic priorities while addressing immediate business needs.

Utilize a specific example to showcase your problem-solving skills. Detail the challenge, your analysis of the situation, and the steps taken to develop a solution. Emphasize collaboration with stakeholders and how your efforts led to improved HR operations or user satisfaction.

Communicate the importance of data integrity in HRIS operations. Discuss strategies such as regular audits, implementing strict security measures, and thorough training for team members on data entry best practices. Mention how you foster a culture of accountability to ensure accuracy and reliability in HR data management.

Emphasize the importance of communication in your leadership approach. Discuss methods like regular check-ins, collaborative meetings, and the use of project management tools to ensure transparency. Highlight the role of active listening to ensure that analysts understand the needs of different departments while advocating for their interests.

Vendor management is crucial as it involves evaluating and optimizing relationships with technology providers. Discuss your experience in negotiating contracts, ensuring compliance, and identifying ways to reduce costs without sacrificing functionality. Highlight your ability to assess supplier performance and leverage partnerships to improve HRIS outcomes.

Express your commitment to continued learning through industry conferences, webinars, professional networks, and relevant publications. Mention how staying informed helps you implement leading HR practices and encourages your team to innovate with technology solutions that drive efficiency and enhance user experiences.

Detail how you prioritize mentorship and continuous learning within your team. Talk about setting clear expectations, regular feedback sessions, and creating opportunities for professional development. Showcase your dedication to fostering a collaborative and inclusive environment that helps team members grow in their careers.

Discuss various key performance indicators (KPIs) such as user satisfaction ratings, system uptime, processing times for HR transactions, and data accuracy rates. Mention how leveraging these metrics allows for continuous improvement and helps align HR technology efforts with overall business objectives.

Illustrate your proactive approach by describing how you would first assess the reasons for the delay. Discuss the importance of open communication with stakeholders and team members to realign expectations. You might highlight the steps you would take to adjust resources, seek feedback, and implement a revised project plan to get back on track.