Manager HR Digital & HCM

Keolis North America Inc.; Boston (MA); On-site; USD 130,000 - 140,000; Full time

Benefits offered by this job

401(k) match

Competitive benefits

Job summary

Keolis North America Inc. is seeking an experienced HRIS strategist to lead system administration, governance, and analytics across UKG Core HR and related tools in a complex enterprise. You will partner with IT and HR to ensure secure integrations, data quality, and scalable processes.

The role emphasizes open enrollment, performance cycles, and change management across multiple locations. The ideal candidate brings 5+ years in HRIS/HCM with hands-on UKG expertise, strong project management,

Qualifications

• 5+ years of HRIS/HCM experience with at least 3 years in administration or implementation.
• Proven success managing cross-functional HR technology projects from design to delivery.
• Expertise in HCM platforms (prefer UKG Pro and WFM).
• Experience in complex organizational matrices and employee communications for tech improvements.

Responsibilities

• Communicate complex technical information to HR leaders and business partners.
• Provide regular project updates, issue logs, and status reports to leadership.
• Collaborate with HR COEs to translate functional needs into system solutions.
• Coach HRIS team members on system processes, data best practices, and troubleshooting.
• Support HRIS team with Tier escalations and data inquiries.
• Oversee HRIS governance, configuration, integrations, and security protocols.
• Maintain organizational structures, positions, pay rules, and data accuracy.

Skills

Advanced Excel

Project management

Analytical thinking

Change management

Problem solving

Results oriented

Adaptability

Education

Bachelor’s degree in HR/HR Management or Technology

Tools

UKG BI

Power BI

Job description

Salary: $130-140,000.00 per year with performance-based bonus, 401(k) match, and competitive benefits packages.

Knowledge and Experience:

• 5+ years of progressive HRIS/HCM experience with at least 3 years in a system administration or implementation role.
• Proven success managing cross-functional HR technology projects from design to delivery.
• Demonstrated expertise in HCM platforms (preferably UKG Pro and WFM).
• Experience working within complex organization matrix
• Experience developing and executing employee communications to support technology improvements
• Strong communication and stakeholder management skills, with the ability to influence across levels.
• Proven success in change management and continual improvement and operational effectiveness
• Preferred:
  • Bachelor’s degree in HR, HR Management or Technology
  • Strong experience in the program management of HR tools
  • Experience supporting M&A integration and large-scale organizational changes.

Skills:

• Advanced Excel and reporting skills; familiarity with BI tools (e.g., UKG BI, Power BI).
• Excellent project management and organizational skills.
• Strong analytical mindset and attention to detail.
• Change management and training facilitation experience a plus.
• Problem Solver: Identifies problems, and recommends solutions based on comprehension of information provided from user
• Results Oriented: Responds promptly to high-impact, critical issues
• Adaptable: Team centric with ability to provide & receive constructive feedback

Key Accountabilities:

• Communicate complex technical information in clear, concise terms to HR leaders and business partners.
• Provide regular project updates, issue logs, and status reports to leadership.
• Build strong partnerships across HR Centers of Excellence (COEs) to understand functional needs and translate them into system solutions.
• Coach and guide HRIS team members on system processes, data best practices, and troubleshooting.
• Act as a trusted advisor and point of escalation for system or data-related inquiries.
• Support HRIS Team with all Tier escalations

HRIS System Administration & Governance

• Oversee configuration, administration, and maintenance of the HCM (HRIS) platform and related digital tools
• Partner with IT to ensure stable system integrations, security protocols, and data flow between HR and other business systems
• Maintain and update organizational structures, positions, job codes, and pay rules within the system
• Establish governance processes and documentation standards for testing, approvals, and production migrations
• Ensure all system processes comply with data protection and privacy laws (e.g., HIPAA, GDPR)
• Prepare HCM for annual events including open enrollment, annual performance processes, annual compensation reviews and change uploads
• Responsible for processing UKG Core HR data entry for Keolis locations without an HR Manager
• Work alongside the IT department to perform regular assessments and improvements to UKG
• Oversee all system upgrades and maintenance in partnership with internal and external partners
• Build and maintain workflows within HCM including user-friendly processes, guidelines, and documentation
• Partner with HRIS System Administrator to manage end user access rights to system
• Led efforts to ensure the configuration of the HCM for business acquisitions and for new contract mobilizations is setup correctly and ahead of new contract mobilizations

Data Quality, Reporting & Analytics

• Supervise the day-to-day activities of the HRIS systems and other HR digital tools
• Drive data integrity through ongoing audits, validations, and process controls.
• Develop and manage a comprehensive HR reporting framework to deliver consistent, actionable insights.
• Partner with HR and business leaders to interpret workforce data and identify opportunities for improvement.
• Support compliance and audit activities by ensuring data accuracy and standardized reporting metrics in partnership with HRIS Reporting and Analytics Lead

Digitalization of HR Systems & Continuous Improvement

• Evaluate emerging HR technologies and recommend enhancements to improve efficiency and user experience.
• Identify automation opportunities to streamline HR processes and reduce manual workload.
• Lead change management efforts to ensure smooth adoption of new tools and processes.
• Promote a culture of innovation and operational excellence within the HRIS function.
• Act as an advisor to HR peers for potential solutions. Within the framework, understand the needs and identify solutions by capturing business requirements to drive continuous improvement around the organization.
• Lead full-cycle project management for HR technology initiatives, including system upgrades, new module deployments, and process optimization.
• In partnership with Director, HCM define project scope, milestones, deliverables, and success metrics; ensure projects are delivered on time and within budget.
• Develop and present business cases for new digital initiatives to improve HR operations and employee engagement.
• Collaborate cross-functionally with IT, Payroll, Benefits, and Operations to align system capabilities with business needs.
• Serve as project liaison on HRIS projects, ensuring timely communication, alignment of priorities, and mitigation of risks or issues.

Physical Demands and Work Environment:

The physical demands and work environment characteristics described here are representative of those an employee may encounter while performing the essential functions of the job.Reasonable accommodation may be requested to enable individuals with disabilities to perform the essential functions.

All roles may entail, to varying extents, the following physical demands:

• Long periods (potentially exceeding 8 hours per day) of walking, standing, sitting, bending, pushing, pulling, climbing, lifting, balancing, stooping, twisting, squatting, handling materials, repetitive hand-wrist motions, and traversing uneven surfaces;
• Exposure to both extreme heat and cold;
• Exposure to loud noises, fumes, and airborne particles;

In addition to the above demands inherent in every role, the following roles may entail unique physical demands, including:

• Operators/Drivers may work inside or outside vehicles and may operate vehicles for over 8 hours per day.
• Operations Supervisors and Managers may split their work between an office setting looking at a computer screen/electronic device and active transit field locations driving in a vehicle.
• Maintenance Employees may be exposed to toxic or caustic chemicals in a ventilated maintenance shop and may work with personal computers, laptops, electronic hand-held devices, complex electrical schematics, diagnostic software and testing devices, and other heavy machinery.
• Office Staff may work indoors in air-conditioned or well-ventilated facilities, including offices and cubicle spaces equipped with a telephone and computer and may entail typing or looking at a computer screen.

Additional Statements:

• Drug screening:Pursuant to Department of Transportation regulations, employment for safety-sensitive positions will be contingent upon passing apre-employment drug screen and a physical examination. Keolis maintains a drug-free workplace. Employment will also becontingent upon completion of abackground check consistent with applicable federal, state, and/or local laws.
• Safety commitment:Safety is a way of life atKeolis. By placing safety first, we ensure the wellbeing of our employees, customers, and communities. Together we canbecome the safesttransportation company in the world.
• Environmental commitment:Keolis is committed to protecting the environment by minimizing the impact of our operations on the communities wherewe operate.
• EEO statement:Our policy is to afford Equal Employment Opportunity to qualified individuals regardless of their race, color, sex, religion, age, creed, marital status, national origin, ancestry, physical or mental disability, sexual orientation, pregnancy status, genetic information, veteran status, gender identification, or any other status protected by applicable law. If you require a reasonable accommodation to participate in the application or interview process, please contact [e-mail]. Keolis complies with federal and state disability laws and provides reasonable accommodations to qualified applicants.
• Work authorization:"Applicants must be authorized to work in the United States. Keolis does not sponsor visas for this position"
• Disclaimer and closing statement:The above statements are intended to describe the general nature and level of work performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required of employees assigned to this job. Keolis is committed to offering our employees competitive compensation and benefits, opportunities for development and growth throughout an exciting and rewarding career, and the safest work environment possible.
  

Salary: $130-140,000.00 per year with performance-based bonus, 401(k) match, and competitive benefits packages.

Knowledge and Experience:

• 5+ years of progressive HRIS/HCM experience with at least 3 years in a system administration or implementation role.
• Proven success managing cross-functional HR technology projects from design to delivery.
• Demonstrated expertise in HCM platforms (preferably UKG Pro and WFM).
• Experience working within complex organization matrix
• Experience developing and executing employee communications to support technology improvements
• Strong communication and stakeholder management skills, with the ability to influence across levels.
• Proven success in change management and continual improvement and operational effectiveness
• Preferred:
  • Bachelor’s degree in HR, HR Management or Technology
  • Strong experience in the program management of HR tools
  • Experience supporting M&A integration and large-scale organizational changes.

Skills:

• Advanced Excel and reporting skills; familiarity with BI tools (e.g., UKG BI, Power BI).
• Excellent project management and organizational skills.
• Strong analytical mindset and attention to detail.
• Change management and training facilitation experience a plus.
• Problem Solver: Identifies problems, and recommends solutions based on comprehension of information provided from user
• Results Oriented: Responds promptly to high-impact, critical issues
• Adaptable: Team centric with ability to provide & receive constructive feedback

Key Accountabilities:

Communication, Leadership & Collaboration

• Communicate complex technical information in clear, concise terms to HR leaders and business partners.
• Provide regular project updates, issue logs, and status reports to leadership.
• Build strong partnerships across HR Centers of Excellence (COEs) to understand functional needs and translate them into system solutions.
• Coach and guide HRIS team members on system processes, data best practices, and troubleshooting.
• Act as a trusted advisor and point of escalation for system or data-related inquiries.
• Support HRIS Team with all Tier escalations

HRIS System Administration & Governance

• Oversee configuration, administration, and maintenance of the HCM (HRIS) platform and related digital tools
• Partner with IT to ensure stable system integrations, security protocols, and data flow between HR and other business systems
• Maintain and update organizational structures, positions, job codes, and pay rules within the system
• Establish governance processes and documentation standards for testing, approvals, and production migrations
• Ensure all system processes comply with data protection and privacy laws (e.g., HIPAA, GDPR)
• Prepare HCM for annual events including open enrollment, annual performance processes, annual compensation reviews and change uploads
• Responsible for processing UKG Core HR data entry for Keolis locations without an HR Manager
• Work alongside the IT department to perform regular assessments and improvements to UKG
• Oversee all system upgrades and maintenance in partnership with internal and external partners
• Build and maintain workflows within HCM including user-friendly processes, guidelines, and documentation
• Partner with HRIS System Administrator to manage end user access rights to system
• Led efforts to ensure the configuration of the HCM for business acquisitions and for new contract mobilizations is setup correctly and ahead of new contract mobilizations

Data Quality, Reporting & Analytics

• Supervise the day-to-day activities of the HRIS systems and other HR digital tools
• Drive data integrity through ongoing audits, validations, and process controls.
• Develop and manage a comprehensive HR reporting framework to deliver consistent, actionable insights.
• Partner with HR and business leaders to interpret workforce data and identify opportunities for improvement.
• Support compliance and audit activities by ensuring data accuracy and standardized reporting metrics in partnership with HRIS Reporting and Analytics Lead

Digitalization of HR Systems & Continuous Improvement

• Evaluate emerging HR technologies and recommend enhancements to improve efficiency and user experience.
• Identify automation opportunities to streamline HR processes and reduce manual workload.
• Lead change management efforts to ensure smooth adoption of new tools and processes.
• Promote a culture of innovation and operational excellence within the HRIS function.
• Act as an advisor to HR peers for potential solutions. Within the framework, understand the needs and identify solutions by capturing business requirements to drive continuous improvement around the organization.

Project Management & Strategy

• Lead full-cycle project management for HR technology initiatives, including system upgrades, new module deployments, and process optimization.
• In partnership with Director, HCM define project scope, milestones, deliverables, and success metrics; ensure projects are delivered on time and within budget.
• Develop and present business cases for new digital initiatives to improve HR operations and employee engagement.
• Collaborate cross-functionally with IT, Payroll, Benefits, and Operations to align system capabilities with business needs.
• Serve as project liaison on HRIS projects, ensuring timely communication, alignment of priorities, and mitigation of risks or issues.

Physical Demands and Work Environment:

The physical demands and work environment characteristics described here are representative of those an employee may encounter while performing the essential functions of the job.Reasonable accommodation may be requested to enable individuals with disabilities to perform the essential functions.

All roles may entail, to varying extents, the following physical demands:

• Long periods (potentially exceeding 8 hours per day) of walking, standing, sitting, bending, pushing, pulling, climbing, lifting, balancing, stooping, twisting, squatting, handling materials, repetitive hand-wrist motions, and traversing uneven surfaces;
• Exposure to both extreme heat and cold;
• Exposure to loud noises, fumes, and airborne particles;

In addition to the above demands inherent in every role, the following roles may entail unique physical demands, including:

• Operators/Drivers may work inside or outside vehicles and may operate vehicles for over 8 hours per day.
• Operations Supervisors and Managers may split their work between an office setting looking at a computer screen/electronic device and active transit field locations driving in a vehicle.
• Maintenance Employees may be exposed to toxic or caustic chemicals in a ventilated maintenance shop and may work with personal computers, laptops, electronic hand-held devices, complex electrical schematics, diagnostic software and testing devices, and other heavy machinery.
• Office Staff may work indoors in air-conditioned or well-ventilated facilities, including offices and cubicle spaces equipped with a telephone and computer and may entail typing or looking at a computer screen.

Additional Statements:

• Drug screening:Pursuant to Department of Transportation regulations, employment for safety-sensitive positions will be contingent upon passing apre-employment drug screen and a physical examination. Keolis maintains a drug-free workplace. Employment will also becontingent upon completion of abackground check consistent with applicable federal, state, and/or local laws.
• Safety commitment:Safety is a way of life atKeolis. By placing safety first, we ensure the wellbeing of our employees, customers, and communities. Together we canbecome the safesttransportation company in the world.
• Environmental commitment:Keolis is committed to protecting the environment by minimizing the impact of our operations on the communities wherewe operate.
• EEO statement:Our policy is to afford Equal Employment Opportunity to qualified individuals regardless of their race, color, sex, religion, age, creed, marital status, national origin, ancestry, physical or mental disability, sexual orientation, pregnancy status, genetic information, veteran status, gender identification, or any other status protected by applicable law. If you require a reasonable accommodation to participate in the application or interview process, please contact [e-mail]. Keolis complies with federal and state disability laws and provides reasonable accommodations to qualified applicants.
• Work authorization:"Applicants must be authorized to work in the United States. Keolis does not sponsor visas for this position"
• Disclaimer and closing statement:The above statements are intended to describe the general nature and level of work performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required of employees assigned to this job. Keolis is committed to offering our employees competitive compensation and benefits, opportunities for development and growth throughout an exciting and rewarding career, and the safest work environment possible.
  

Equal Opportunity Employer

This employer is required to notify all applicants of their rights pursuant to federal employment laws.

For further information, please review the Know Your Rights notice from the Department of Labor.