How To Hire An HRIS Manager

An HRIS Manager (Human Resources Information System Manager) is a vital link between your HR strategy and the technology that supports it. This role ensures that your people data is accurate, secure, and actionable, enabling smarter decision-making across payroll, benefits, compliance, talent management, and more. Hiring the right HRIS Manager means equipping your HR team with efficient tools, integrated systems, and reliable analytics that scale with your business.

Understanding The Role & Responsibilities

An HRIS Manager oversees the implementation, maintenance, and optimization of human resources systems. They collaborate with HR, IT, and leadership teams to ensure that employee data is managed effectively and securely. Core responsibilities typically include:

• Administering and maintaining HRIS platforms (e.g., Workday, ADP, BambooHR, UKG, SAP SuccessFactors).
• Leading HR system implementations, upgrades, or integrations.
• Ensuring data integrity, compliance, and security within HR platforms.
• Creating custom reports and dashboards for HR metrics and business insights.
• Troubleshooting system issues and acting as a liaison with vendors or IT teams.
• Training HR team members and end users on how to use the HRIS effectively.
• Supporting audits and compliance reviews through accurate data and documentation.

Depending on the organization, the HRIS Manager may also support performance management, onboarding workflows, compensation planning tools, and employee self-service functionality.

Skills To Look For In A Great HRIS Manager

A strong HRIS Manager combines technical system expertise with an understanding of HR processes and cross-functional collaboration. Here are the key skills to prioritize:

HRIS & System Administration Experience

Candidates should have hands-on experience managing platforms like Workday, ADP, UKG, Oracle HCM, or SAP. Familiarity with implementation, configuration, and maintenance is essential.

Data Integrity & Reporting

The right hire will be meticulous with data entry protocols, system audits, and reporting. Look for candidates who can build accurate reports and dashboards to support business decisions.

Project Management

From system rollouts to vendor integrations, this role often leads technical projects. Strong organizational and project management skills are key.

HR Process Knowledge

A solid HRIS Manager understands the broader HR function, including payroll, benefits, performance management, and recruiting workflows, and how systems support them.

Problem-Solving & Troubleshooting

System issues will happen. You need someone who can identify the root cause, coordinate with vendors or IT, and implement timely solutions.

Communication & Cross-Functional Collaboration

The HRIS Manager must work with HR, IT, Finance, and external vendors. Clear communication and stakeholder alignment are essential.

Other Transferable Titles

If you're broadening your talent search, candidates with experience in the following roles may be well-equipped to step into an HRIS Manager position:

HRIS Analyst

Often responsible for day-to-day data maintenance and reporting, these professionals may be ready to take on strategic ownership of the system.

People Operations Manager

People Ops leaders who have overseen HR tech tools and reporting often bring a great blend of process thinking and system knowledge.

HR Data Analyst

Strong in reporting and metrics, these candidates can transition into HRIS management if they’ve worked closely with system configuration and integrations.

Technical Project Manager

Project Managers with experience in implementing or managing HR systems bring valuable project execution and vendor management skills.

HR Manager

In smaller organizations, HR Managers may already own the HRIS. If they have hands-on experience with system optimization and reporting, they may be ready to specialize.

Interview Questions

Use these questions to uncover a candidate’s technical expertise, business acumen, and ability to manage complex systems:

1. What HRIS platforms have you worked with, and which do you feel most comfortable managing?
2. Describe a system implementation or upgrade you led. What was the outcome?
3. How do you ensure data integrity across the HRIS?
4. What types of reports or dashboards have you built for leadership or HR teams?
5. How do you handle user training and system adoption across departments?
6. Describe a time you resolved a system issue or integration challenge. What was your approach?
7. How do you stay informed about updates, patches, or new features in your HRIS?
8. What’s your experience working with cross-functional teams, such as IT or Finance?

These questions help assess the candidate’s ability to manage systems, collaborate, and align HR tech with business needs.

Evaluating & Making The Final Decision

When reviewing candidates, look for a balance of technical skill, process knowledge, and leadership potential. Strong HRIS Managers will:

• Demonstrate experience leading system rollouts or managing day-to-day administration.
• Communicate clearly with both technical teams and non-technical stakeholders.
• Show attention to detail in data management and reporting.
• Understand how HR systems support compliance, payroll, performance, and talent workflows.
• Identify opportunities for process automation and systems integration.

Consider requesting a sample report, a project brief, or an explanation of how they improved a past system. References can confirm how the candidate manages sensitive data, drives adoption, and contributes to process efficiency.

The right HRIS Manager won’t just maintain your systems. They’ll improve how your entire organization manages people data.

Partner With Premier

Hiring an HRIS Manager is a strategic investment in the backbone of your HR function. The right professional will elevate your people operations, improve compliance, and deliver data that drives smarter decisions.

At Premier, we specialize in placing HR technology professionals who understand the systems, processes, and people behind your organization’s success. Whether you’re implementing a new platform or optimizing what you already have, we can help you find the perfect HRIS Manager to lead the way. Contact Premier today to get started.