HRIS Manager

The HRIS Manager is responsible for performing business analysis and supporting HR technology systems. You will support a range of projects, involving business acquisitions, designing system enhancements, primarily focusing on Workday and how it is utilized across the entire CAI application portfolio and supporting HR Shared Services. This role will research and resolve complex issues and work directly with resources in other HR teams and Technology.
Your primary focus as HRTS Manager will be on Compensation with some responsibilities in Payroll. Experience in any additional functional areas is also preferred. In the focus area, you have responsibility to represent Cox Automotive in the design, delivery and management of Compensation and Payroll technology strategies and systems for the Cox Automotive People Solutions Operations team.
The scope of this role is for North America.
Key Responsibilities :

• Participate as a SME on larger projects. Lead/manage multiple small to medium projects; develop project definition in partnership with business sponsors; includes identifying scope, constraints, deliverables, and timelines; leading project implementations, facilitating project status meetings and ensuring status updates are complete.
• Make recommendations regarding the design and development of new and/or modified systems, software and hardware; install new modules/programs; perform testing, system maintenance, training, and problem solving.
• Perform best practice analysis to determine the root cause of problems and issues; recommend and implement the best overall solution.
• Act as a subject matter expert, partnering with key business users in all aspects of analysis, design and testing for system integration with HR systems.
• Develop critical working relationships with internal business owners and associated functional workstreams to understand enterprise requirements and contribute to application and process improvements.
• Own relationship with customers and drive input into strategic roadmap for all things Workday but will also need to understand how Workday interacts from an end-to-end perspective.
• Support Workday configuration by CEI for new or modify existing applications to meet changing requirements.
• Research and resolve complex, escalated Tier 3 issues from the Employee Service Center (ESC); work directly with leaders in the business, other HR teams and CEI HRTS/IBT Technology areas.
• Identify problems; serve as liaison with application vendors on problem resolution, application changes, and new functionality implementation.
• Work with the Training department to develop end user training material for current and new functionality and/or processes.
• Make recommendations for process improvements utilizing existing and new HR technology to improve the effectiveness of Human Resources operations.
• Identify opportunities for improving the effectiveness of HR processes, systems, and reports.
• Assist with review, evaluation, and implementation of revised Human Resources policies and procedures as they relate to HR technology.
• Support communication/change management activities for projects and enhancements based on business needs.
• Develop queries/reports for projects and ongoing business needs. Understand advanced metric reporting and be able to deliver with minimal direction.
• Translate and document non-technical requirements into technical concepts with a comprehensive understanding of HR applications and technical interdependencies. Exercise good judgment in use of standards and technical documentation. Identify and include associated controls.
• Identify, remove and resolve key barriers/issues through innovative solutions.
• Continually assess business needs; recommend and implement measures that will ensure customer expectations are met or exceeded by enhancing system capability and performance.
• Create and deliver presentations on specific system-related topics.
• Provide functional guidance, advice and/or training to less-experienced HRMS staff.
• Participate as a functional team SME for Mergers & Acquisitions

Required:

• Bachelor's degree in human resources, information technology or a related field or equivalent combination of related professional experience and education
• 6+ years of experience with HR technologies, preferably in the HR and/or Shared Services environment
• 3+ experience with Workday including the Compensation and Payroll modules
• Advanced knowledge of organization's current technologies and practices
• Ability to present technical concepts to non-technical functional teams
• Strong attention to detail and organizational skills, customer service orientation
• Ability to drill down into the detail business processes for associated Workday functional areas
• Strong interpersonal skills and the ability to effectively communicate at all levels within the organization
• Strong analytical and time management skills, effectively managing work flow and ability to manage multiple projects and timelines
• Ability to take initiative to identify and anticipate client needs, make recommendations, and implement actions
• Proficient reporting and computing skills in a PC environment (Microsoft Excel, Word, Visio and PowerPoint)

Preferred:

• Understands project management tools and processes, and how to work effectively as part of a complex delivery team
• Master's degree in related field a plus
• Workday implementation experience
• Functional area expertise beyond Compensation and Payroll

COMPENSATION :
Compensation includes a base salary of $87,400.00 - 116,500.00 - 145,600.00 USD Annual. The salary rate may vary within the anticipated range based on factors such as the ultimate location of the position and the selected candidate's experience. Position may be eligible for additional compensation that may include an incentive program.
BENEFITS:
The Company offers eligible employees the flexibility to take as much vacation with pay as they deem consistent with their duties, the Company's needs, and its obligations; seven paid holidays throughout the calendar year; and up to 160 hours of paid wellness for their own wellness or that of family members. Employees are also eligible for additional paid time off in the form of bereavement leave, time off to vote, jury duty leave, volunteer time off, military leave, parental leave, and COVID-19 vaccination leave.
About Cox Automotive
At Cox Automotive, people of every background are driven by their passion for mobility, innovation and community. We transform the way the world buys, sells, owns and uses cars, accelerating the industry with global powerhouse brands like Autotrader, Kelley Blue Book, Manheim and more. What's more, we do it all with an emphasis on employee growth and happiness. Drive your future forward and join Cox Automotive today!
About Cox
Cox empowers employees to build a better future and has been doing so for over 120 years. With exciting investments and innovations across transportation, communications, cleantech and healthcare, our family of businesses - which includes Cox Automotive and Cox Communications - is forging a better future for us all. Ready to make your mark? Join us today!
Benefits of working at Cox may include health care insurance (medical, dental, vision), retirement planning (401(k)), and paid days off (sick leave, parental leave, flexible vacation/wellness days, and/or PTO). For more details on what benefits you may be offered, visit our benefits page .
Cox is an Equal Employment Opportunity employer - All qualified applicants/employees will receive consideration for employment without regard to that individual's age, race, color, religion or creed, national origin or ancestry, sex (including pregnancy), sexual orientation, gender, gender identity, physical or mental disability, veteran status, genetic information, ethnicity, citizenship, or any other characteristic protected by law. Cox provides reasonable accommodations when requested by a qualified applicant or employee with disability, unless such accommodations would cause an undue hardship.
Statement to ALL Third-Party Agencies and Similar Organizations: Cox accepts resumes only from agencies with which we formally engage their services. Please do not forward resumes to our applicant tracking system, Cox employees, Cox hiring manager, or send to any Cox facility. Cox is not responsible for any fees or charges associated with unsolicited resumes.