Senior HRIS Manager

Lincoln International follows a hybrid work structure with an emphasis on in office collaboration.

Our employees work in our offices Monday through Thursday each week, with the option to work remotely or from the office on Fridays.

Duties & Responsibilities:

We are seeking a Senior HRIS Manager with deep expertise in Workday to lead and optimize our HR Systems globally. This role will provide leadership for our HR technology roadmap, ensuring that our systems scale with the evolving needs of the organization and deliver a seamless employee experience globally. 

As a senior member of the HR team, you will partner with Talent, Business Enablement, Finance and other business leaders to drive HR technology adoption, enhance data integrity and ensure our HR systems support talent, compensation and firm initiatives globally. This role reports to our Director of Talent.

Key Responsibilities include:

• HRIS Strategy & Oversight
• Define and execute the long-term, global HRIS strategy in alignment with business priorities, ensuring Workday and related technologies meet organizational objectives
• Serve as the primary HRIS advisor to HR and business leaders, influencing decisions on technology, process design and data governance
• Champion continuous improvement, automation and innovation in HR technology and service delivery
• Oversee daily HRIS operations, including production support, data governance and security
• Direct the planning, prioritization and execution of HRIS initiatives, projects, releases and integrations
• Lead and mentor the HRIS team, fostering professional growth and accountability  
• System & Process Optimization
• Manage system configuration, upgrades and releases to maximize Workday capabilities
• Partner with internal teams to design, develop and maintain integrations and data sharing across systems
• Collaborate with Benefits, Payroll, Talent and other functions to streamline processes and improve employee self-service
• Analytics & Reporting
• Build and evolve HR reporting, dashboards and analytics to provide actionable insights to inform workforce planning and business decisions
• Ensure strong data governance and integrity through audits, controls and automation
• Stakeholder Engagement
• Collaborate with senior leadership, vendors and cross-functional teams to enhance partnerships and maximize ROI on HR technology investments
• Partner with the compensation team to support annual salary reviews, bonus planning, pay equity analyses and compensation budgeting leveraging HR systems and data
• Provide training, communication and change management for HRIS initiatives to drive user adoption and enhance employee experience
• Continuous Improvement
• Track and measure progress on an HR technology roadmap, identifying opportunities to enhance and optimize current systems
• Collaborate with leadership, internal stakeholders and external vendors to ensure strong adoption and ROI of HR systems
• Provide training, communication and change management for HR technology initiatives to drive user adoption and enhance employee experience

Other duties as assigned based on business need (e.g., supporting projects, etc.).

Qualifications:

• Bachelor’s degree in HR Information Systems, Human Resources Management, Information Technology, Computer Science, or other related field; Master’s degree is a plus
• 6+ years of progressive experience in HRIS, with a focus on systems strategy, implementation and administration
• Proven success leading Workday configuration and optimization in a complex, global environment
• Strong leadership skills, including the ability to develop talent and manage a high-performing team
• Exceptional collaboration, communication and stakeholder management abilities
• Demonstrated expertise in data governance, analytics and translating business needs into system solutions
• Experience supporting compensation programs (base, bonus, equity) within HR technology platforms is highly desirable
• High level of discretion and commitment to maintaining confidentiality

Preferred Qualifications include:

• Experience with HRIS integration efforts following acquisition, including employee data migration, system configuration, and alignment with internal HR processes.
• Experience administering HRIS in a multi-country environment, collaborating with international stakeholders and adapting to varying regulatory and operational requirements.
• Experience with integration tools (EIB, Core Connectors, Workday Studio, API) and report writing (Advanced, Matrix, Composite Reports).

Benefits:

• Blue Cross Blue Shield PPO Insurance plan
• VSP Vision Insurance
• Delta Dental Insurance
• LTD, STD and Life Insurance
• 401K Plan and Profit Share
• Competitive salary
• Discretionary annual bonus

Additional Information:

Lincoln International is not currently hiring individuals for this position who now or in the future require sponsorship for employment visa status.

The salary range for this role is $140,000-$180,000 on an annual basis. This is the lowest to highest salary we in good faith believe we would pay for this role at the time of this posting. We may ultimately pay more or less than the posted range, and the range may be modified in the future. This range is only applicable for jobs to be performed in Chicago. An employee’s pay position within the salary range will be based on several factors including, but not limited to, relevant education, qualifications, certifications, experience, skills, seniority, geographic location, performance, shift, travel requirements, revenue-based metrics, and business or organizational needs.  

This job is also eligible for bonus pay.

We offer a comprehensive package of benefits to eligible employees.

You can apply for this role through LinkedIn or Lincoln’s Company Page, or through Lincoln’s Internal Jobs Board if you are a current employee.

Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, or any other form of compensation that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company’s sole discretion, consistent with the law.