How to Become an HRIS Manager (Data-Driven HR Leadership)

If you’ve ever envisioned managing a system that optimizes human resources processes or pondered about the prerequisites to become an HRIS Manager, you’ve come to the right place.

In this guide, we’ll delve into the SPECIFIC steps required to kick-start your career as an HRIS Manager. We’ll discuss:

The essential skills you need.
The educational background that can propel your career.
Strategies to land a job as an HRIS Manager.

So, whether you’re a novice in the HR field or an experienced professional aiming to advance your skills, stay tuned.

We’re about to unravel the roadmap to becoming an HRIS Manager.

Let’s get started!

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Steps to Become an HRIS Manager

Step 1: Understand the HRIS Manager Role

The first step to becoming an HRIS (Human Resources Information System) Manager is to understand what the role entails.

The HRIS Manager is responsible for managing the organization’s HRIS system, which is crucial to the functioning of a company’s HR department.

This includes maintaining, troubleshooting, and enhancing the system as needed.

You’ll need to be adept at managing data and information systems, understand HR functions and processes, and have strong analytical skills.

You’ll be the person who ensures that HR and Payroll teams can use the HRIS system efficiently and that data is accurate and secure.

You’ll also be responsible for training other HR staff members on how to use the system, helping them understand its functionality and how to extract data for reports.

When the system needs to be upgraded or replaced, you’ll be in charge of that process, which includes liaising with vendors and implementing the new system.

Understanding the HRIS Manager role is vital because it gives you a clear idea of what skills and qualifications you will need, and what will be expected of you in the position.

Your job will be both technical and interpersonal, requiring a mix of IT, HR, and management skills.

Step 2: Obtain Relevant Education

To pursue a career as an HRIS Manager, it is essential to have a relevant educational background.

This typically involves obtaining a bachelor’s degree in a related field such as Human Resources, Business Administration, Information Systems, or Computer Science.

This will provide you with the fundamental knowledge about human resources, management, and technology which are core to the HRIS Manager role.

During your degree program, pay special attention to courses that cover human resource information systems, database management, data analysis, project management, and computer software applications.

This will provide a solid foundation for understanding the processes and systems used in HRIS management.

To further enhance your career prospects, consider pursuing a master’s degree in Human Resource Management or Information Systems.

This provides more in-depth knowledge and can offer additional career advancement opportunities.

Some professionals also opt for an MBA with a specialization in Human Resources or IT Management which can help in acquiring leadership positions.

Consider getting certified in HRIS software such as SAP HR, Workday, or SuccessFactors.

These certifications are often desired by employers and can give you a competitive edge in the job market.

Remember, the field of HRIS is always evolving with technological advancements, so continuous learning and keeping up-to-date with the latest trends and tools in HR technology is crucial.

Step 3: Gain Experience in Human Resources or IT

Before stepping into the role of an HRIS Manager, it’s crucial to gain hands-on experience in either Human Resources or Information Technology, as this role combines aspects of both fields.

On the Human Resources side, you’ll need to understand the complexities of HR operations and processes, such as recruitment, performance management, benefits and compensation, and employee relations.

This knowledge will help you to understand how HRIS systems can support these functions.

Alternatively, you might start from the IT side, where you would learn about system development, data management, and software implementation.

This experience would be invaluable in understanding the technical aspects of HRIS management, including system functionality, data processing, and troubleshooting.

You could choose to work in a role that combines these fields, such as an HR analyst or IT analyst within an HR department.

This cross-functional experience would be particularly beneficial in preparing you for an HRIS manager role.

You might also consider gaining certifications related to human resources or IT to further enhance your knowledge and skills in these areas.

Regardless of the path you choose, the key is to gain practical experience that will allow you to understand the intersection of HR and IT and how they can work together to optimize HR operations and strategy.

Step 4: Develop Technical Proficiencies

As an aspiring HRIS Manager, it’s crucial to develop technical proficiencies in various HRIS systems and related software.

This might involve learning how to use systems like SAP, PeopleSoft, or Workday.

These systems are commonly used for various HR functions, such as payroll, benefits management, recruiting, and performance management.

In addition to these HRIS-specific platforms, it’s also beneficial to become proficient in other technical tools that are frequently used in conjunction with HRIS systems.

This could include project management software, data visualization tools, and advanced Excel skills for data analysis.

One way to build these skills is through on-the-job experience.

However, you can also seek out training courses or certifications that focus specifically on these tools.

Some HRIS vendors offer certification programs for their software, which can be a great way to demonstrate your proficiency to potential employers.

Remember, the goal is not just to learn how to use the software, but to understand how it can be leveraged to improve HR functions and contribute to the organization’s overall strategic goals.

This will require a combination of technical skills and a deep understanding of HR processes and data.

Step 5: Build Knowledge of HR Best Practices

As you progress in your career, it becomes essential to have a deep understanding of human resources best practices.

HRIS Managers should be familiar with principles like employment law, benefits administration, talent acquisition, performance management, and employee engagement.

This knowledge is not only important for the HRIS functionality but also for the organization’s overall HR strategy.

You can acquire this knowledge through years of working in HR, attending workshops, seminars, or through formal education such as HR certifications or master’s degree in HR.

Understanding these practices will allow you to ensure the HRIS system is aligned with company policies and is used to its full potential.

Moreover, it will enable you to communicate effectively with HR staff and guide them on how to utilize the HRIS system better, which will lead to increased efficiency and productivity in the HR department.

You can also use this knowledge to suggest improvements and modifications in the HRIS system that can help in automating HR processes and making them more efficient.

Additionally, staying updated with the latest HR trends and practices is crucial as the field of human resources is dynamic and continuously evolving.

Regularly reading HR journals, participating in HR forums and attending HR conferences can help you stay abreast of the latest developments in the field.

This will ensure that the HRIS system you are managing is up-to-date and meeting the organization’s current and future needs.

Step 6: Sharpen Your Project Management Skills

As an HRIS Manager, you will often be tasked with overseeing numerous projects related to the organization’s human resources information system.

Therefore, it’s crucial to develop and hone your project management skills.

You can do this by gaining practical experience managing projects in your current role, whether it’s in HR, IT, or another relevant area.

Each project you handle gives you the opportunity to improve your ability to plan, organize, and oversee tasks and resources to meet specific goals within a given time frame.

You might also consider pursuing a certification in project management.

There are several reputable organizations, such as the Project Management Institute (PMI), that offer certifications such as the Certified Associate in Project Management (CAPM) or the Project Management Professional (PMP).

This step also involves learning how to lead a team effectively.

You’ll need to understand how to motivate and communicate with your team members, manage conflicts, and build a cohesive team that can work together to meet project goals.

Taking courses or attending workshops on leadership and team management can be beneficial in developing these skills.

Finally, being well-versed in project management software tools can be an asset for an HRIS Manager.

Familiarity with tools like Microsoft Project, Asana, or Trello can aid in managing tasks, tracking project progress, and ensuring timely completion of project milestones.

Step 7: Get Certified

Obtaining a professional certification is a significant step towards becoming an HRIS (Human Resources Information System) Manager.

There are several reputable organizations that offer these certifications, which can help you stand out among other candidates.

One such certification to consider is the Professional in Human Resources (PHR) offered by the HR Certification Institute (HRCI).

This certification validates your knowledge of the technical and operational aspects of HR management, including laws and regulations.

Another important certification to consider is the Certified Information Systems Security Professional (CISSP) offered by (ISC)².

This will validate your knowledge in designing, implementing, and managing a top-tier cybersecurity program.

If you are more focused on the information systems side, you might consider getting a certification as a Certified Information Systems Auditor (CISA) from ISACA.

This certification would demonstrate your ability to assess vulnerabilities, report on compliance, and institute controls within the enterprise.

In addition to these, there are also many other certifications that could be beneficial, such as SHRM-CP (Society for Human Resource Management Certified Professional), or HRIP (HR Information Professional).

Before deciding on which certification to pursue, research the requirements for the jobs you are interested in.

Some employers might prefer or require certain certifications.

Keep in mind that obtaining a certification will likely require self-study or coursework, as well as passing an exam.

Step 8: Network with HRIS Professionals

Networking is a key step to pursuing a career as an HRIS manager.

It can provide you with invaluable opportunities for learning, mentoring, and job prospects.

Attend HRIS or HR tech conferences, seminars, workshops and webinars to meet professionals in the field.

Join professional HRIS and HR technology groups and associations, both locally and nationally, like the International Association for Human Resource Information Management (IHRIM) and the Society for Human Resource Management (SHRM).

Through these groups, you can gain exposure to new trends and developments in the industry and get the chance to engage with like-minded professionals.

Engage in discussions and share your thoughts on HRIS system implementation, data analytics, project management, and other relevant topics.

Also, make effective use of professional networking platforms like LinkedIn to connect with HRIS professionals and stay updated with the latest job postings.

Participate in relevant forums and groups on these platforms, and share your insights and perspectives to enhance your online presence.

Remember, successful networking is about building relationships, not just exchanging business cards or LinkedIn connections.

Show genuine interest in others, offer help where you can, and follow up consistently.

This will help you build strong relationships that can be beneficial for your career advancement as an HRIS Manager.

Step 9: Gain Experience in HRIS Projects

As an aspiring HRIS (Human Resource Information System) Manager, it’s crucial to gain hands-on experience in HRIS projects.

This can be achieved by taking on roles that expose you to the implementation, administration, and maintenance of HRIS platforms.

You can start by participating in projects that involve the use of HRIS software such as Workday, PeopleSoft, or SAP SuccessFactors.

This allows you to understand the intricacies of these systems and how they support HR functions.

You should aim to understand the entire project life cycle, from planning, system configuration, to deployment and post-implementation support.

By gaining experience in HRIS projects, you’ll learn how to troubleshoot system issues, enhance system functionalities, and improve user experience.

You’ll also learn how to train other staff to effectively use the system.

This hands-on experience will significantly enhance your credibility and competence as an HRIS Manager.

In addition, participating in HRIS projects will help you develop essential skills such as project management, cross-functional collaboration, and strategic decision-making.

It will also provide you with an opportunity to work closely with different stakeholders, including HR professionals, IT specialists, and senior management, thus improving your communication and relationship-building skills.

Remember, the more experience you gain in HRIS projects, the better equipped you’ll be to lead and manage HRIS functions effectively.

Step 10: Apply for HRIS Manager Positions

After accruing the necessary years of experience in HRIS systems, human resources, and management, and after becoming adept at using HRIS software, you are now ready to apply for HRIS Manager positions.

Start your job search by looking for openings in various job portals, networking events, or on company websites.

Tailor your resume and cover letter to highlight your relevant experience, skills, and achievements in HRIS and HR management.

This may include your experience in system implementation, data analysis, or your ability to troubleshoot HRIS issues.

Be sure to quantify your accomplishments when possible to provide a clear picture of your capabilities.

Additionally, prepare for interviews by studying common interview questions for HRIS Manager roles.

This could involve explaining your experience with HRIS software, how you handle data privacy, or how you’ve used HRIS to improve HR processes.

Lastly, consider applying for positions in different industries, as the role of HRIS Manager can vary greatly from one industry to another.

Be prepared to adapt your knowledge and skills to different HRIS systems and business requirements.

Remember, each job application is an opportunity to learn and grow, so don’t be discouraged by rejections.

With each application, you refine your approach and become better prepared for the next opportunity.

Step 11: Continue Professional Development

As an HRIS Manager, continuous professional development is crucial to stay updated with the latest trends and technologies in HRIS systems.

This can include attending webinars, workshops, or conferences related to HRIS, engaging in online communities or forums for HRIS professionals, and reading relevant industry publications.

In addition, consider obtaining certifications or further training in HRIS systems or in related areas such as data analysis, HR management, or IT management.

Many software vendors offer certifications in their specific HRIS tools, which can be a valuable addition to your resume.

Finally, staying proactive in understanding and implementing the latest compliance and regulatory standards for HR data management is a key part of your role as an HRIS Manager.

This can involve staying informed about changes to laws and regulations, and participating in relevant training or certification programs.

Remember, the world of HRIS is dynamic and constantly evolving, so continuous learning and professional development are not just beneficial, but necessary for long-term success in this role.

HRIS Manager Roles and Responsibilities

An HRIS Manager, or Human Resources Information Systems Manager, is responsible for managing the technological aspects of the HR department.

They ensure that the HRIS database is accurate, updated, and secure, while also overseeing the integration of various HR systems and modules.

They have the following roles and responsibilities:

HRIS Management

Oversee and manage the HRIS database, ensuring its accuracy, integrity, and consistency.
Coordinate the evaluation, implementation, and maintenance of HRIS.
Ensure data privacy by managing access rights and privileges.

Data Analysis

Develop and generate complex HR reports and analytics.
Analyze HR data and provide insights to support decision-making.
Ensure data for key HR metrics is accurate and up-to-date.

System Integration

Coordinate integration of various HR systems and modules.
Work with IT and HR teams to ensure seamless data flow between systems.
Test system upgrades and new functionalities before deployment.

Training

Train HR staff and other users on how to use the HRIS effectively.
Create user guides and documentation for the HRIS.
Provide ongoing technical support and training to HRIS users.

Project Management

Manage HRIS-related projects, including system upgrades, data audits, and process improvements.
Coordinate with vendors and internal stakeholders on project execution.
Ensure projects are completed on time and within budget.

Compliance

Ensure HRIS compliance with federal, state, and local laws and regulations.
Stay updated on changes in data privacy regulations and implement necessary changes.
Ensure the HRIS aligns with the company’s data privacy policies and practices.

Technical Support

Resolve technical issues related to the HRIS.
Work closely with IT department and external vendors to troubleshoot and fix issues.
Monitor HRIS performance and implement necessary improvements.

Vendor Management

Manage relationships with HRIS vendors.
Negotiate contracts, prices, and services with vendors.
Evaluate vendor performance and ensure they meet agreed-upon service levels.

Strategic Planning

Participate in strategic planning for HR technology initiatives.
Recommend new HR technologies and systems to improve HR operations and efficiency.

Continuous Learning

Stay up-to-date with the latest trends and developments in HR technology.
Attend relevant training programs, workshops, and conferences.

What Does an HRIS Manager Do?

HRIS Managers, or Human Resources Information Systems Managers, work in the intersection of human resources and information technology.

They work in corporations across industries, usually in the HR department, managing and overseeing the HRIS (Human Resources Information System) which is software or online solutions for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business.

Their primary responsibility is to ensure that the HRIS is meeting the needs of the HR department, which includes ensuring that the system is functioning properly, is up-to-date, and is secure.

They also troubleshoot any issues that may arise, provide technical support, and train HR staff on how to use the system effectively.

HRIS Managers also analyze and report on the data contained in the HRIS, helping to guide strategic decision-making within the company.

They may be involved in the selection and implementation of new HRIS software, which includes determining the needs of the HR department, researching available options, and coordinating the implementation process.

Moreover, they also work on improving the existing HRIS by identifying opportunities for improvement, implementing changes, and testing those changes to ensure they work correctly.

They may also be responsible for documenting system processes and procedures and ensuring compliance with data privacy regulations and best practices.

Essential HRIS Manager Skills

HR Systems Knowledge: An HRIS Manager needs to be well-versed with different HR Systems, including Talent Management, Payroll, and Benefits systems. They should also be aware of best practices in the HRIS space.
Data Analysis: HRIS Managers are required to analyze HR data to draw insights that support strategic decision-making. They must be proficient in using data analysis tools and possess strong analytical skills.
Project Management: HRIS Managers often oversee the implementation of new HR systems. Thus, project management skills, including task prioritization and time management, are critical.
Technical Skills: The HRIS Manager should have a strong understanding of system integration and the technical know-how to troubleshoot system issues. Knowledge of programming languages like SQL is beneficial.
Communication: Effective communication is vital for an HRIS Manager. They need to work collaboratively with different teams, including HR, IT, and vendors, and articulate system requirements and procedures clearly.
Change Management: With regular system upgrades and changes, an HRIS Manager needs to be proficient in change management to ensure smooth transitions and minimize disruptions.
Strategic Thinking: HRIS Managers should be able to think strategically and align the HRIS strategy with the overall business objectives.
Data Security: Protecting sensitive employee information is critical. An HRIS Manager must understand the importance of data security and ensure the systems comply with relevant laws and regulations.
Problem-Solving: HRIS Managers should be able to identify issues, analyze them, and develop creative and efficient solutions to ensure the HR systems run smoothly.
Vendor Management: HRIS Managers often liaise with HR software vendors. Thus, they need to have strong vendor management skills, including negotiation and contract management.
Training and Support: HRIS Managers are responsible for training end-users on new systems and providing ongoing support. Thus, they need to be patient, empathetic, and able to explain technical concepts in simple terms.
Continuous Improvement: An HRIS Manager should always be on the lookout for ways to improve the efficiency and functionality of HR systems to support HR operations effectively.
Understanding of HR Processes: A deep understanding of HR processes and how they translate into system requirements is essential for an HRIS Manager.
Customer Service Orientation: HRIS Managers serve internal customers within the organization. Thus, they must possess strong customer service skills, including responsiveness, problem-solving, and a customer-first mindset.
Attention to Detail: Given the complexity of HR systems, an HRIS Manager must possess a keen eye for detail to ensure accuracy and consistency of data.

HRIS Manager Career Path Progression

The Foundation: HRIS Coordinator

Your journey typically starts as an HRIS Coordinator.

In this role, you’ll be learning the ropes of HR systems and processes, often responsible for maintaining data integrity, providing system support, and generating reports.

Here are some tips for success in this role:

Understand the System: Take the time to understand the HRIS system and its components. Learn how to troubleshoot issues and provide support.
Develop Reporting Skills: Learn to generate accurate and useful reports that can provide valuable insights for the HR team and management.
Communication: Communicate effectively with your team and users of the system to understand their needs and challenges.

The Ascent: HRIS Analyst

With experience, you will transition into the role of an HRIS Analyst.

You’ll be more involved in system implementations, enhancements, and data analysis.

Here’s how to thrive in this stage:

Project Management: Develop project management skills to effectively lead system implementations and enhancements.
Data Analysis: Improve your data analysis skills to interpret HR data and provide strategic insights.
Continuing Education: Keep up with the latest trends in HR technology and regulations.

Reaching New Heights: HRIS Manager

The next rung on the ladder is the HRIS Manager position.

In this role, you will oversee the HRIS system, manage the HRIS team, and make strategic decisions related to HR technology.

Here’s how to excel as an HRIS Manager:

Leadership: Lead your team effectively and foster a collaborative work environment.
Strategic Thinking: Make strategic decisions that align with the organization’s goals and objectives.
Vendor Management: Manage relationships with vendors and ensure the organization is getting the most out of its HR technology investments.

Beyond the Horizon: HRIS Director and Beyond

As you progress, you may move into roles such as HRIS Director or VP of HR Technology.

These roles involve greater responsibilities, including shaping the HR technology strategy of the organization and making critical decisions.

Here’s what to focus on:

Strategic Direction: Shape the HR technology strategy of the organization and ensure it aligns with overall business goals.
Change Management: Lead change management efforts related to HR technology.
Innovation: Stay at the forefront of HR technology trends and leverage new technologies to improve HR processes and systems.

Pinnacle of Success: Chief Human Resources Officer (CHRO)

At the highest echelons of the HRIS career ladder, you might reach the role of CHRO.

In this position, you’ll be responsible for the overall HR strategy of the organization, encompassing not just technology but all aspects of human resources, from talent acquisition to employee engagement.

HRIS Manager Salary

Entry-Level HRIS Manager

Median Salary: $60,000 – $80,000 per year
Entry-level HRIS Managers typically have 1-3 years of experience in HR or IT and hold a bachelor’s degree in human resources, information systems or a related field.

Mid-Level HRIS Manager

Median Salary: $80,000 – $110,000 per year
Mid-level HRIS Managers have 3-7 years of experience and often manage more complex HR systems and lead small HRIS teams.

Senior HRIS Manager

Median Salary: $110,000 – $140,000 per year
Senior HRIS Managers have 7+ years of experience and oversee all HR information systems, leading larger HRIS teams, making strategic decisions and implementing new HR technologies.

Director of HRIS

Median Salary: $140,000 – $200,000+ per year
This role comes with significant experience, often involving leadership of all HRIS operations, strategic planning, and decision-making about HR technologies and systems.

VP of HRIS

Median Salary: $200,000 – $300,000+ per year
This high-level position requires extensive HRIS experience, and strategic vision, and often involves setting HR technology strategies for a company and overseeing all HRIS operations.

HRIS Manager Work Environment

HRIS Managers, or Human Resources Information Systems Managers, typically work in office settings within an organization’s human resources department, but they can also find employment in HR consulting firms or as independent consultants.

HRIS Managers generally work standard business hours, but may sometimes need to work longer hours when implementing new systems, troubleshooting system issues, or when preparing and analyzing complex data reports.

The work of an HRIS Manager requires a high level of computer literacy and a strong understanding of human resources practices.

They often spend their time interacting with various HR software systems, analyzing data, and meeting with other HR professionals to discuss system requirements and improvements.

As they progress in their careers, HRIS Managers may have the opportunity to lead a team of HRIS specialists or move into a more strategic role within the HR function, such as HR Director or Chief HR Officer.

Despite the office-based nature of their work, HRIS Managers may also be able to work remotely, as their work primarily involves digital systems that can be accessed from anywhere.

However, this will depend on the policies of their specific employer.

FAQs About Becoming an HRIS Manager

What is needed to become an HRIS Manager?

To become an HRIS Manager, you need a strong foundation in human resource management and information systems.

This can be gained through a formal education such as a bachelor’s degree in human resources, business administration, or a related field.

A master’s degree in a related field may be preferred by some employers.

Key skills include proficiency in HRIS software (such as SAP, Workday, or Oracle), understanding of HR processes and policies, knowledge of data analysis and report generation, and strong problem-solving abilities.

Interpersonal and communication skills are also crucial as the role involves liaising between the HR department and IT.

How long does it take to be an HRIS Manager?

The time it takes to become an HRIS Manager can vary depending on your educational path and level of experience.

Generally, a bachelor’s degree takes four years, but gaining the necessary experience can add another 3-5 years.

Many HRIS Managers have several years of experience in HR, IT, or both.

Earning relevant certifications and mastering HRIS software can also speed up your path into this role.

Can I be an HRIS Manager without a degree?

While it is technically possible to become an HRIS Manager without a degree, most employers require at least a bachelor’s degree in human resources, business administration, or a similar field.

That said, extensive experience in human resources and information systems, coupled with a deep understanding of HRIS software, could potentially offset the lack of a formal degree.

Is HRIS Manager a stressful job?

The role of an HRIS Manager can be stressful at times, as it requires managing complex systems, solving technical issues, meeting deadlines, and ensuring the smooth operation of HR processes.

However, stress levels can vary depending on the company’s size, the complexity of the HRIS system, and the individual’s time management and problem-solving skills.

Despite the challenges, many HRIS Managers find the role rewarding as they play a crucial part in the organization’s functioning.

What are the prospects for HRIS Managers in the next decade?

The prospects for HRIS Managers are promising and are expected to grow.

As businesses continue to realize the importance of efficient human resource management and the role of technology in achieving it, the demand for skilled HRIS Managers is likely to rise.

Additionally, developments in HR technology and data analytics present exciting opportunities for those in this field.

Conclusion

So there you have it.

Initiating your journey to become an HRIS Manager is indeed a remarkable quest, but rest assured, it’s immensely gratifying.

Equipped with the requisite expertise, academic background, and tenacity, you’re all set to make a profound difference in the realm of human resources information systems.

Always keep in mind, the journey may be arduous, but the potential is boundless. Your contributions can potentially revolutionize how we manage employee data and make strategic HR decisions.

So, don’t hesitate to take the first stride. Immerse yourself in acquiring knowledge. Connect with industry professionals. But above all, never cease to learn and grow.

Because the world is ready for the innovative solutions you can provide.

And if you’re seeking personalized advice on kick-starting or progressing your career as an HRIS Manager, take a look at our AI Career Path Advisor.

This complimentary tool is designed to offer bespoke suggestions and resources to help you navigate your career path effectively.

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