Human Resource Technology Manager

Rosendin Electric, Inc; Coppell (TX); In loco; USD 130.000 - 170.000; Tempo pieno

Vantaggi offerti da questo lavoro

ESOP

401K

Annual bonus

PTO

Medical insurance

Holidays

Descrizione del lavoro

Rosendin Electric, Inc. seeks an experienced HRIS Manager to lead the HR Technology function, with Workday at the core. You’ll govern data security, testing, and platform health while guiding an HRIS Analyst team in delivering scalable, compliant solutions.

Collaborating with HR Ops and IT leaders, you’ll align system capabilities with evolving business needs, driving governance and performance across the HR tech stack.

Competenze

• Thorough Workday architecture and configuration knowledge.
• Proven people-management experience with HRIS teams.
• Experience establishing data governance and security policies.
• Strong analytical and communication skills for executives.

Mansioni

• Lead HRIS Analyst team and drive performance reviews.
• Own the HR technology roadmap and platform health.
• Establish data and security governance across HR systems.
• Standardize improvements with Process Optimization teams.
• Oversee testing, releases, and compliance with regulations.
• Partner with HR and IT leadership to align initiatives.

Conoscenze

Workday architecture

People management

Data governance

Security governance

Cross-functional collaboration

Formazione

Bachelor’s degree in Human Resources, Information Systems, or Business Administration

Strumenti

Workday

Microsoft Office Suite

Descrizione del lavoro

PEOPLE EXPERIENCE CENTER HRIS Manager

Whether you’re a recent grad or a seasoned professional, you can experience meaningful career growth at Rosendin. Enjoy a true sense of ownership as you work with a proven industry leader on some of the most exciting and high‑profile projects in the nation. We offer a wide range of job opportunities, competitive compensation, full benefits, an Employee Stock Ownership Plan and more. Why Rosendin? Committed. Innovative. Engaged. If you’re looking to take your career to the next level and work with some of the best and brightest in the industry, we want to hear from you. Since our founding over 100+ years ago, Rosendin has been driven to positively impact the communities where we live and work. We are an organization built on integrity, and we have a culture that empowers people, embraces diversity, and inspires everyone to do their best. As one of the largest EMPLOYEE‑OWNED electrical contractors in the United States, you will have the unique benefit of being a shareholder at a company that is experiencing tremendous growth and success. When our people succeed and fuel our success, we reward them. We’d love to have you as a shareholder!

YOUR NEXT OPPORTUNITY:

The HRIS Manager leads Rosendin's HR Technology function, owning the strategic operational direction, governance, and day‑to‑day health of the company's HR technology systems, with Workday as the primary platform. This role manages the HRIS Analyst team directly and carries real ownership over how the function is shaped: setting the technical standards, security posture, and testing rigor that let the team execute with consistency and confidence, and elevating platform improvements so fixes become governed practice rather than one‑off patches. The HRIS Manager also shapes the policies that govern data integrity and system access across HR technology, and serves as the escalation point for platform risk and configuration issues that fall outside established process. This role partners closely with the Sr. Manager, HR Operations, and with peer leaders across HR Ops (Program Management, HR Operations, People Analytics) to keep platform execution aligned with broader HR Ops strategy.

WHAT YOU’LL DO:

Team Leadership & Development

• Hire, manage, coach, and develop the HRIS Analyst team, including performance reviews, coaching, pay decisions, and career development.
• Set team‑level goals and deliverables aligned to the HR Technology roadmap; assess performance against those goals and evaluate readiness for career progression.
• Build repeatable practices, documentation standards, and onboarding structure so the function scales beyond any one person's institutional knowledge.
• Balance workload and staffing across the team to maintain platform service levels during peak periods or coverage gaps.

Platform Strategy & Governance

• Own the strategic operations roadmap and overall health of Rosendin's HR technology systems, with Workday as the primary platform, in partnership with the Sr. Manager, HR Operations.
• Establish and maintain data governance standards — field‑level ownership and source‑of‑truth rules — across HR technology systems.
• Own security governance, including domain and business process security policy and segregation‑of‑duties standards, and ensure periodic access audits are performed.

Process Improvement & Elevation

• Identify platform and process improvement opportunities surfaced by team‑level work and elevate them for broader adoption across HR Ops, rather than letting fixes stay local to one team.
• Partner with the Process Optimization Program Manager, HR Technology, to standardize improvements once they've proven out.
• Maintain a systematic way to capture and prioritize configuration and enhancement requests submitted company‑wide, so improvement work is deliberate rather than ad hoc.

Testing, Release & Compliance Oversight

• Own the governance framework for testing and release management, ensuring Workday releases and configuration changes are validated before reaching production.
• Ensure HR technology systems and practices comply with relevant federal, state, and local requirements, proactively identifying and escalating gaps.
• Partner with Legal and Compliance on policy updates and process changes affecting HR technology.

Reporting & Cross‑Functional Partnership

• Serve as the senior HR Technology partner to IT leadership, ensuring platform initiatives are appropriately scoped, resourced, and prioritized.
• Partner with Compensation, Benefits, Payroll, Learning & Development, and Talent Acquisition leaders to align system capability with evolving business needs, including where plan design and system execution responsibilities intersect.
• Monitor and analyze HR technology metrics, providing regular reports to the Sr. Manager, HR Operations on platform health, risk, and delivery progress.

WHAT YOU’LL NEED TO BE SUCCESSFUL:

• Thorough understanding of Workday architecture, security models, and business process configuration.
• Proven people‑management experience, including hiring, coaching, performance management, and career development.
• Experience owning data governance or security governance for an enterprise HR technology platform.
• Strong analytical and problem‑solving skills; comfortable using platform and delivery metrics to drive decisions.
• Well‑developed communication skills, able to translate between technical configuration language and business impact for senior stakeholders.
• Detail‑oriented with strong organizational skills, capable of managing competing technical priorities across a team.
• Proficient in Workday and Microsoft Office Suite.

WHAT YOU BRING TO US:

• Bachelor’s degree in Human Resources, Information Systems, Business Administration, or a related field.
• 10+ years of experience in HRIS or HR technology, including at least 2 years managing others.
• Deep, hands‑on Workday experience across multiple modules, including direct involvement in at least one full‑cycle implementation.
• Expert demonstrated hands‑on experience and knowledge in Workday HCM Advanced demonstrated hands‑on experience and knowledge of at least 1-2 Workday Modules (Performance, Advanced Compensation, Talent Acquisition, Learning & Development, etc.)
• Proficient knowledge and understanding of Workday Education and Workday Learning Center for at least 1 Workday Modules (Performance, Advanced Compensation, Talent Acquisition, etc.)
• Demonstrated experience using Workday Community to research options/solutions/answers and translating into high‑level updates/recommendation based on WD business requests.
• Demonstrated experience developing and implementing data governance, security governance, or systems compliance standards.
• A track record partnering with IT and senior HR or business leaders to prioritize and deliver system initiatives.

TRAVEL:

Up to 10% as needed, primarily for cross‑functional meetings and occasional onsite support.

WORKING CONDITIONS:

General work environment – sitting for long periods, standing, walking, typing, carrying, pushing, bending. Work is conducted primarily indoors, with varying environmental conditions, including fluorescent lighting and air conditioning. Noise level is usually low to medium; it can be loud on the job site. We fully comply with the ADA and applicable state law, including considering reasonable accommodation measures that may enable qualified disabled applicants and employees to perform essential functions. Occasional lifting of up to 30 lbs.

YOU Matter – Our Benefits

• ESOP – Employee Stock Ownership
• 401K
• Annual bonus program based upon performance, profitability, and achievement
• 17 PTO days per year plus 10 paid holidays
• 3 days of paid sick leave each year
• 3 days of paid Bereavement leave each year
• 3 days of paid Jury Duty
• Medical, Dental, Vision Insurance
• Bonding Leave Term Life, AD&D Insurance, and Voluntary Life Insurance
• Disability Income Protection Insurance
• Pre‑tax Flexible Spending Plans (Health and Dependent Care)
• Charitable Giving Match with our Rosendin Foundation

Rosendin is committed to creating a diverse environment and is proud to be an Equal Opportunity Employer.

Employment decisions are considered regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, pregnancy, age (over 40), or any other categories protected by applicable federal, state, or local law. Established in 1919, Rosendin prides itself in building quality electrical and communications installations, and bringing value to our clients. We take great pride in building‑up the people within our company and the communities where we work and live. We foster a culture of diversity, inclusion, and shared ownership, as the largest employee‑owned company in our industry. Our customers lead some of the most complex construction projects in the nation and continually come to us for our expert knowledge, scalability, quality, and innovation. Most importantly, our customers turn to us for partnership – because they deserve a team as committed, connected and engaged as they are. Your success is our success.