Manager, Workday Human Resources Information Systems

Department

Worker Sub Type

Work Shift

Pay Grade

Job Description

The Workday Human Resources Information Systems (HRIS) Manager is the hands‑on functional and people leader for Workday Human Capital Management (HCM). This role is responsible for the ownership, stability, governance, and continuous improvement of Workday HCM, ensuring the system effectively enables standardized HR processes, accurate and reliable data, and a positive employee experience. Working with the Senior Director, ERP, the HRIS Manager will partner with HR Operations, Payroll, IT, and business leaders to translate requirements into effective Workday solutions. This role plays a critical part in ensuring seamless alignment across HCM and downstream systems.

Responsibilities and Duties

Workday HCM Functional Ownership

• Serve as the primary functional owner of Workday HCM, including Core HCM and worker lifecycle management; Benefits and Absence; Talent, Performance, and Learning; and Recruiting and Onboarding (in partnership with Talent Acquisition)
• Own Workday business processes, approval frameworks, condition rules, and validations
• Ensure configuration aligns with enterprise standards, data governance, security requirements, and downstream system impacts.

HRIS Leadership & Team Management

• Lead, coach, and develop HRIS analysts, building strong functional, analytical, and system design capabilities
• Establish and manage HRIS intake, prioritization, testing, deployment, and support practices
• Set expectations for quality, documentation, and adherence to standards
• Provide oversight for day‑to‑day HRIS operations and issue resolution

Business Process Design & Optimization

• Partner with HR Operations to design standardized, scalable, and sustainable end‑to‑end business processes enabled by Workday
• Identify opportunities to reduce manual effort, improve automation, and simplify the user experience across HR workflows
• Ensure solutions are designed holistically, accounting for upstream data inputs and downstream impacts

Payroll & Time Tracking Partnership

• Collaborate closely with Payroll and Time Tracking teams to ensure accurate and timely data flow between HCM, Time, and Payroll
• Support payroll‑related testing, issue resolution, and change impacts tied to HR and HCM configuration
• Ensure HRIS changes are assessed for payroll impact and coordinated appropriately

Data Integrity, Reporting & Compliance

• Own the accuracy and integrity of worker, position, and organizational data within Workday
• Partner with Payroll, Analytics, and HR leadership to support reporting, audits, and regulatory requirements
• Support HR‑related vendor integrations and data exchanges (e.g., benefits vendors, compliance reporting)
• Maintain controls supporting data quality and audit readiness

Testing, Releases & Change Enablement

• Lead and coordinate functional testing for Workday biannual feature releases, configuration changes and enhancements, and HR‑ and Payroll‑related integrations
• Coordinate release readiness, cutover planning, and post‑production validation
• Support training materials, documentation, and change enablement for HR and business users

Governance & Cross‑Functional Collaboration

• Participate in Workday and ERP governance forums to support prioritization, standards, and risk management
• Serve as an escalation point for complex HRIS and Workday‑related issues
• Partner closely with HR Operations, Payroll, Security, Integrations, IT, and ERP teams to ensure disciplined system management

Education

Bachelor’s degree in Information Systems, Human Resources, Business, or a related field is required.

Experience

7+ years of HRIS experience with hands‑on Workday HCM ownership is required.

3+ years of people leadership experience is required.

Strong understanding of HR and Payroll business processes and their translation into system design is required.

Experience leading testing, releases, and system optimization initiatives is required.

Healthcare or similarly complex, regulated environment experience is preferred.

Experience supporting large‑scale HRIS or ERP environments is preferred.

Benefits

At Valley Health, we believe everyone is a caregiver, and our goal is to create an environment where our caregivers thrive physically, financially, and emotionally. In addition to a competitive salary, our most popular benefits for full-time employees include:

• A Zero-Deductible Health Plan
• Dental and vision insurance
• Generous Paid Time Off
• Tuition Assistance
• Retirement Savings Match
• A Robust Employee Assistance Program to help with many aspects of emotional wellbeing
• Membership to Healthy U: An Incentive-Based Wellness Program

Valley Health also offers a health savings account & flexible spending account for childcare, life insurance, short-term and long-term disability, and professional development. In addition, several perks come with working for the largest employer in the region, such as discounts to on-campus dining, and more.

To see the full scale of what we offer, visit valleyhealthbenefits.com.