{"id":1445569,"url":"https://alion.io/job/victaulic-manager-hris","title":"Manager, HRIS","company":{"id":1885918,"name":"Victaulic","domain":"victaulic.com","url":"https://alion.io/company/victaulic","size_band":"1001-5000","is_staffing_agency":false,"employer_type":"direct","is_intermediary":false,"listed_via":null,"ats_vendor":"Workday","truth_index":{"grade":"B","score":80,"open_postings":24,"ghost_share":0,"stale_share":0.792,"repost_share":0,"time_to_fill_p50_days":36,"computed_at":"2026-10-14T06:34:16Z"}},"role":"HR","role_family":"HR","seniority":"senior","employment_type":"full_time","work_mode":"hybrid","remote_scope":null,"remote_scope_basis":null,"remote_working_hours":null,"hiring_geo_confidence":"structured","locations":["Easton, United States"],"countries":["US"],"hiring_countries":[],"hiring_countries_total":0,"salary":null,"salary_estimate":{"min_usd":78000,"max_usd":157000,"period":"year","method":"role_seniority_country_remote_cell","sample_n":2178},"experience_years_min":5,"visa_sponsorship":true,"relocation_package":false,"has_equity":false,"technologies":[{"name":"GDPR","optional":false},{"name":"SLI/SLO/SLA","optional":false}],"status":"live","first_seen_at":"2026-09-15T00:00:00Z","employer_posted_date":"2026-09-15","last_verified_at":"2026-10-14T03:16:00Z","board_verified":true,"closed_at":null,"days_open":29,"trust":{"level":"ok","repost_count":null,"flags":[],"days_open":29},"description":"Job Description\nVICTAULIC\nTitle: Manager, HRIS\nLocation: Corporate Headquarters / Easton, Pennsylvania\nEmployment Type: Full-Time\nDepartment/Function: Human Resources / Human Resources Information Systems\nImmigration sponsorship: No\nABOUT VICTAULIC\nVictaulic, headquartered in Easton, Pennsylvania, is the global leader in mechanical pipe joining solutions, delivering advanced technologies and engineering services to address complex piping challenges faced by engineers, site owners and contractors. Since 1919, our innovative solutions have improved construction productivity and reduced risks, ensuring projects are completed safely, on time, and within budget. With over 6,000 employees spanning 50+ locations worldwide, our teams are dedicated to delivering advanced technologies and engineering expertise that address real-world challenges across a wide range of industries.\nOur sustainable solutions, made from high quality, graded scrap steel, promote circular construction by making piping systems infinitely reconfigured and minimizing environmental impact. Today, our high-quality products are used in more than 140 countries, supporting some of the world’s most critical and prestigious structures.\nAn Industry Leader With a Heart as Big as Its Ambition and Innovation\nAt Victaulic, we’re committed to constructing a better world for and with our people.\nLet’s Build a Better World Together.\nOur commitment to our people is built on four pillars:\nWe build from within. \nWe stand behind our people. \nWe foster an environment for constant learning. \nWe engineer change for a more stable and sustainable world. \nYOUR IMPACT STARTS HERE\nWe’re looking for an HRIS Manager to join our HR Operations department in Easton, PA. In this role, a hands-on team leader and subject matter expert responsible for the day-to-day operations, strategic roadmap execution, and continuous improvement of Victaulic's HR technology platforms, with Workday HCM as the core system. This role leads a team of HRIS professionals supporting approximately 6,000 employees across the United States, Canada, EMEA, and APAC, and serves as a critical partner to HR Business Partners, Payroll, Benefits, Talent Acquisition, and IT. The Manager, HRIS balances tactical execution with strategic thinking, driving system optimization, data integrity, compliance, and operational efficiency while developing team members and building HRIS capability across the broader HR function.\nWHAT YOU’LL BUILD & OWN\nTeam Leadership & Development\nLead, coach, and develop a team of HRIS professionals spanning HCM/Security, headcount and compensation, reporting, recruiting systems, payroll/benefits/time configuration, and generalist support.\nEstablish clear goals, performance expectations, and development plans for each team member; conduct regular 1:1s and formal performance reviews.\nManage workload distribution, capacity planning, and cross-training to ensure team resilience and coverage across all functional areas.\nFoster a culture of accountability, continuous learning, and service excellence within the HRIS team.\nActively support the onboarding and ramp-up of new team members, including managing interim coverage during leaves or vacancies.\nWorkday Platform Management\nServe as the functional owner of Workday HCM across all active modules, including Core HCM, Recruiting, Payroll, Benefits, Time & Absence, Talent, Compensation, Reporting, and Prism Analytics, as well as integrated tools including Kainos Smart Audit and Kainos Smart Test.\nOversee the planning, testing, and deployment of Workday bi-annual releases, coordinating impact assessments and ensuring business readiness across HR and downstream stakeholders.\nManage Workday security administration, including role-based security group assignments, domain policy governance, and access audits in partnership with IT and Compliance.\nOwn the HRIS project roadmap, prioritizing enhancements, new module configurations, and operational improvements in alignment with HR and business strategy.\nManage post-production support and implementation vendor relationships, holding partners accountable to deliverables, quality, and timelines while evaluating the ongoing balance between vendor reliance and internal capability-building.\nPartners with HR technology vendors - including but not limited to Workday, Kainos, the post-production support vendor, and other integrated solution providers - to stay current on product roadmaps, advocate for configuration needs, and maximize the value of existing platform investments.\nOperations, Data Integrity & Compliance\nEnsure the accuracy, completeness, and auditability of employee data across all Workday modules and integrated systems.\nEstablish and maintain HRIS data governance standards, including data entry procedures, audit schedules, and a framework for managing data quality escalations.\nLead HRIS support for annual HR cycles, including merit, bonus, headcount planning, talent review, open enrollment, and compliance reporting (EEO-1, VETS-100, ACA, OFCCP).\nPartner with Legal, Compliance, and regional HR leaders to ensure HR technology configurations support global regulatory requirements, including GDPR, EU Pay Transparency, and local labor law obligations.\nOwn and maintain SLA frameworks for HRIS-to-Payroll and HRIS-to-HR Shared Services data handoffs.\nCross-Functional Partnership\nAct as the primary escalation point for HRIS issues raised by HR Business Partners, Payroll, Benefits, Talent Acquisition, and IT.\nPartner with the Director, HR Operations on business case development, headcount planning, vendor evaluations, and strategic HR technology investments.\nCollaborate with People Analytics to ensure Workday reporting outputs support workforce analytics and data-driven HR decision-making.\nRepresent the HRIS function in cross-functional projects, steering committees, and CHRO-level briefings as required.\nChange Management & Enablement\nSupport change management and communications for Workday system changes, new module launches, and process improvements affecting the broader HR and employee population.\nLead and coordinate the development and delivery of HRIS training materials, job aids, and enablement programs to build Workday competency across HR, managers, and employees.\nChampion AI adoption and HR technology literacy initiatives within the HR function, partnering with HR Operations leadership on training and baseline measurement.\nWHAT YOU BRING\nQUALIFICATIONS\nRequired\nBachelor's degree in Human Resources, Information Systems, Business Administration, or a related field.\n5-8 years of progressive HRIS experience, with at least 3 years in a lead or people management role.\nDemonstrated expertise in Workday HCM, including hands-on configuration experience across multiple modules (Core HCM, Compensation, Reporting, and at least one of: Recruiting, Benefits, Payroll, Time & Absence, or Prism Analytics).\nProven track record of successfully managing Workday implementations, enhancements, or module launches.\nStrong working knowledge of HR data governance, data privacy, and employment-related compliance requirements (OFCCP, GDPR, ACA, EEO).\nExceptional organizational skills with demonstrated ability to manage multiple concurrent projects, deadlines, and priorities.\nStrong communication and stakeholder management skills; ability to translate complex technical concepts for non-technical HR and business audiences.\nPreferred\nWorkday Pro certification in one or more modules.\nPMP, PMI-ACP, or equivalent project management certification, or demonstrated experience applying structured PM methodologies in an HRIS or HR technology context.\nProsci, CCMP, or equivalent change management certification, or demonstrated experience supporting change management and communications efforts in partnership with dedicated change management resources for system or process transformations.\nExperience managing HR technology in a global, multi-entity environment spanning US, Canada, EMEA, and/or APAC.\nFamiliarity with HR analytics platforms, data integration tools, or HRIS-adjacent technologies.\nExperience developing HRIS-Payroll SLAs, HR shared services frameworks, or HR process center models.\nExperience with HR technology vendor management, including but not limited to post-production support oversight and working directly with Workday ecosystem partners such as Kainos or similar providers.\nWHAT SETS YOU APART\nStrategic Thinking - Translates HR and business priorities into a coherent HRIS roadmap and executes with discipline.\nPeople Leadership - Inspires, develops, and retains HRIS talent; creates a team environment of psychological safety and high performance.\nWorkday Expertise - Deep, practical knowledge of Workday; trusted by the team and business as the go-to HRIS authority.\nStakeholder Influence - Builds credibility and productive partnerships across HR, IT, Payroll, and senior leadership.\nExecution & Accountability - Drives projects to completion; holds self and team to commitments.\nData Integrity Mindset - Champions accuracy and governance; instills a culture of data quality throughout the team.\nWHAT WE OFFER\nBuild A Better Career\nCompetitive compensation with performance-based incentives \nCareer development programs and internal promotion pathways-we build from within \nTuition reimbursement and continuous learning opportunities \nBuild A Better Future\nComprehensive health, dental, and vision coverage \nRetirement savings plans with company match \nLife insurance and disability coverage \nBuild A Better You\nPaid time off, holidays, and flexible work arrangements where applicable \nEmployee Assistance Programs (EAP) and wellness resources \nInclusive, team-oriented culture where people look out for one another \nBuild A Better World\nJoin a company whose products contribute to a safer, more sustainable built environment every day.\nIMMIGRATION SPONSORSHIP\nVictaulic does not provide immigration sponsorship (e.g., H-1B, TN, or other work visa sponsorship) for this position. All applicants must be currently authorized to work in the applicable country on a full-time basis without the need for employer-sponsored immigration support now or in the future.\nThis section is standard for US-based postings. It may also be included for positions in the UK, Canada, Australia, and other regions where work authorization is relevant. Adjust or remove based on local requirements and whether the role has been pre-approved for sponsorship by HR leadership.\nEQUAL EMPLOYMENT OPPORTUNITY\nVictaulic is an Equal Employment Opportunity (EOE/M/F/Vets/Disabled) employer and welcomes all qualified applicants. Applicants will receive fair and impartial consideration without regard to race, gender, color, religion, national origin, age, disability, veteran status, sexual orientation, genetic data, or other legally protected status. (Background checks may be required as part of our pre-employment process).\nFor non-US postings, replace with the applicable local equal opportunity or anti-discrimination language required by that country/region.\nVICTAULIC STAFFING PARTNER COMMUNICATION POLICY\nAll staffing agencies are strictly forbidden from directly contacting any Victaulic employees, except those within the Human Resources/Talent Acquisition team. All communications, inquiries and candidate submissions must be routed through Victaulic’s Human Resources/Talent Acquisition team. Non-compliance with this policy may result in the suspension of partnership, cancellation of the current contract, and/or the imposition of a mandatory probation period before any future business can resume. Additionally, non-compliance may lead to a permanent ban on future business. 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