HRIS Manager (Req #1368)

* Remote opportunity for candidates geographically located in Eastern time zones. Overview Are you up to the challenge? At ePlus, we engineer transformative technology solutions for the most visionary companies in the world. This takes imagination, relentless client service, and the tenacity to enable our clients to achieve their visions. Our partnerships with leading edge technology manufacturers—many of which look to us for their own technology infrastructure needs—keep us immersed across the broad spectrum of the IT ecosystem.   The Senior HRIS Business Analyst partners with HR, Payroll, Talent, Recruitment, IT, and business leaders to improve processes, optimize technology solutions, and support strategic initiatives. This role is responsible for analyzing business needs, managing system enhancements, supporting HR technology platforms, and delivering projects that improve efficiency, automation, reporting, and the employee experience.   Your Impact The essential functions of this position include the following but not limited to: HR Technology Strategy & Leadership – Define and execute the HR technology roadmap in alignment with HR and organizational priorities. Partner with HR leadership and key business stakeholders to identify opportunities to improve HR processes, employee experience, data quality, and operational efficiency through technology. Serve as a subject matter expert and trusted advisor for HR systems, capabilities, and emerging HR technology trends. HRIS Administration & Optimization – Provide leadership and oversight for the administration, configuration, maintenance, and optimization of the organization’s HR technology ecosystem, including core HRIS/HCM, talent acquisition, workforce management, document management, employee service delivery, and related platforms. Ensure systems are configured to support business requirements, scalability, usability, and operational effectiveness. Systems Integration & Data Management – Oversee integrations between HR systems and other enterprise platforms, vendors, and third-party applications. Partner with IT and business teams to maintain reliable data flows and system interoperability. Establish standards and controls that support data accuracy, integrity, consistency, and appropriate use across the HR technology environment. Process & Technology Enablement – Partner with HR functional teams to evaluate current-state processes, identify opportunities for improvement, and implement technology-enabled solutions. Lead efforts involving workflow optimization, automation, system enhancements, and process standardization to reduce manual effort and improve the employee and HR user experience. Security, Access & Governance – Establish and maintain appropriate HR system security, role-based access, and governance standards. Ensure employees and HR teams have the appropriate level of system access to effectively perform their responsibilities while maintaining security, privacy, segregation of duties, and compliance requirements. Coordinate periodic access reviews, audits, and remediation activities as needed. HRIS Projects & Implementations – Lead HR technology implementations, upgrades, enhancements, integrations, and other strategic initiatives from requirements gathering through deployment and stabilization. Develop project plans, manage risks and dependencies, coordinate testing and user acceptance, and ensure solutions meet defined business requirements and objectives. Reporting, Analytics & Data Enablement – Support the development and governance of HR reporting, dashboards, and analytics capabilities. Partner with HR leadership and functional teams to improve access to reliable workforce information and enable data-informed decision-making while maintaining appropriate data security and confidentiality. Vendor & Platform Management – Manage relationships with HR technology vendors and implementation partners, including service performance, escalations, contracts, renewals, and product roadmaps. Evaluate new functionality and technology investments based on business value, organizational requirements, cost, risk, and long-term HR technology strategy. Continuous Improvement & Innovation – Monitor developments in HR technology, artificial intelligence, automation, analytics, and employee experience platforms. Identify and evaluate opportunities to introduce new capabilities that improve HR service delivery, productivity, decision-making, and employee experience. Team Leadership & Development – Lead, mentor, and develop HRIS team members responsible for systems administration, business analysis, reporting, integrations, and user support. Establish clear priorities and expectations while promoting accountability, collaboration, knowledge sharing, and continuous professional development. As a Manager, You Are Also Expected To: Lead and guide team members while fostering growth through mentoring, coaching, feedback, and professional development. Promote an inclusive and respectful environment that values diverse perspectives, collaboration, and open communication. Establish clear priorities and accountability while ensuring resources are effectively aligned with business needs. Collaborate with HR, IT, Finance, Payroll, Recruiting, Benefits, and other business partners on strategic initiatives and technology decisions. Develop strong relationships with stakeholders and effectively communicate technical concepts, risks, recommendations, and decisions to both technical and non-technical audiences. Promote proactive problem-solving and conflict resolution while appropriately escalating risks, issues, and decisions when necessary. Qualifications Bachelor’s degree in Information Technology, Human Resources, Business Administration, Computer Science, Management Information Systems, or a related field, or equivalent combination of education and relevant professional exper