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Hris Implementation Consultant Jobs in Iowa (NOW HIRING)

Seaboard Corporation

Sr HRIS Analyst

Sioux City, IA

$86K - $110K/yr

Participate in implementation of new HRIS system, UKG. Ongoing HRIS support in both systems and managing the new system after go-live. * Handles data regarding employee productivity, attendance ...

Seaboard Triumph Foods

Sr HRIS Analyst

Sioux City, IA

$86K - $110K/yr

Participate in implementation of new HRIS system, UKG. Ongoing HRIS support in both systems and managing the new system after go-live. * Handles data regarding employee productivity, attendance ...

Seaboard Triumph Foods

Sr HRIS Analyst

Sioux City, IA · On-site

$86K - $110K/yr

Participate in implementation of new HRIS system, UKG. Ongoing HRIS support in both systems and managing the new system after go-live. * Handles data regarding employee productivity, attendance ...

OneroRX

HR Specialist

West Des Moines, IA

Administer the HRIS, including configuration, security, data integrity, and integrations. * Run payroll processing end-to-end each pay cycle. * Own the license, DEA, and credential tracking in our ...

Willis Auto Campus

HR Coordinator

Des Moines, IA · On-site

$20.50 - $26.75/hr

Sets up all new employees in the HRIS. * Conducts new employee orientations to ensure employees gain an understanding of policies, procedures and benefit options. Process all onboarding data and ...

Willis Auto Campus

HR Coordinator

Clive, IA · On-site

$19.75 - $26/hr

Sets up all new employees in the HRIS. * Conducts new employee orientations to ensure employees gain an understanding of policies, procedures and benefit options. Process all onboarding data and ...

Big Grove Brewery

HR Operations Manager

Iowa City, IA · On-site

Own HRIS data accuracy and recurring HR data audits. * Maintain accurate employee records related to employment status, location, department, job code, manager, classification, pay rate, benefit ...

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All JobsHris Implementation Consultant JobsHris Implementation Consultant Jobs in Iowa

Hris Implementation Consultant information

See Iowa salary details

$41.8K

$106.1K

$179.4K

How much do hris implementation consultant jobs pay per year?

As of Sep 1, 2026, the average yearly pay for hris implementation consultant in Iowa is $106,111.00, according to ZipRecruiter salary data. Most workers in this role earn between $68,600.00 and $139,000.00 per year, depending on experience, location, and employer.

What is an HRIS Implementation Consultant?

An HRIS Implementation Consultant is responsible for managing the deployment of Human Resource Information Systems (HRIS) for organizations. They work closely with clients to understand their HR needs, configure the system to meet requirements, migrate data, and ensure a smooth transition. This role involves troubleshooting issues, training end-users, and optimizing system performance. Strong project management, technical expertise, and communication skills are essential for success in this position.

What are the key skills and qualifications needed to thrive as an HRIS Implementation Consultant?

To thrive as an HRIS Implementation Consultant, you need expertise in HR processes, project management, and data analysis, usually supported by a degree in human resources, information technology, or a related field. Familiarity with leading HR Information Systems (such as Workday, SAP SuccessFactors, or Oracle HCM), as well as certifications like PMP or SHRM-CP, is highly valuable. Strong communication, problem-solving, and stakeholder management skills set exceptional consultants apart. These skills ensure effective system deployment, seamless collaboration, and smooth transition for organizations adopting new HR technologies.

What are the typical challenges faced by an HRIS Implementation Consultant during a system rollout?

HRIS Implementation Consultants often encounter challenges such as managing diverse stakeholder expectations, migrating legacy data accurately, and ensuring user adoption of the new system. Coordinating between HR teams, IT departments, and external vendors requires strong project management and communication skills. They also need to quickly troubleshoot unexpected issues and adapt project plans as business needs evolve. Overcoming these challenges is key to delivering a successful implementation that meets organizational goals and improves HR efficiency.

What are popular job titles related to Hris Implementation Consultant jobs in Iowa?

For Hris Implementation Consultant jobs in Iowa, the most frequently searched job titles are:

What job categories do people searching Hris Implementation Consultant jobs in Iowa look for?

The top searched job categories for Hris Implementation Consultant jobs in Iowa are:

Hris Implementation Consultant jobs near you
Infographic showing various Hris Implementation Consultant job openings in Iowa as of August 2026, with employment types broken down into 1% As Needed, 83% Full Time, 12% Part Time, 3% Contract, and 1% Nights. Highlights an 88% Physical, 4% Hybrid, and 8% Remote job distribution, with an average salary of $106,111 per year, or $51 per hour.

Sr. HRIS (Workday) Manager (In Office- Based in West Des Moines, Iowa)

Holmes Murphy

West Des Moines, IA • On-site

Full-time

Medical, Dental, Vision, Retirement

Posted 7 days ago

Job description

Job Description:
We are looking to add a Sr. HRIS Manager to join our Talent and Culture team in West Des Moines, Iowa. Offering a forward-thinking, innovative, and vibrant company culture, along with the opportunity to share your unique potential, there really is no place like Holmes!
The Sr. HRIS Manager is responsible for the strategy, governance, optimization, and ongoing effectiveness of Holmes Murphy's workforce technology ecosystem, including Workday and related systems. This role leads a team of HR technology professionals and partners closely with Talent & Culture, Finance, Enterprise Technology, and business leaders to ensure workforce systems support organizational goals, improve operational efficiency, and enhance the employee experience.
This position serves as the primary functional leader for HR technology while balancing strategic planning, system governance, analytics oversight, and team leadership.
HR Technology Leadership
  • Lead the strategic administration and optimization of Workday and related workforce systems
  • Present recommendations, project updates, risks, and decisions to senior leadership and executive stakeholders
  • Develop and maintain a multi-year HR technology roadmap aligned to business priorities.
  • Establish and manage workforce technology priorities, balancing operational stability, compliance requirements, user experience enhancements, and strategic business initiatives.
  • Evaluate new technologies, automation opportunities, and AI capabilities that improve workforce processes and employee experience.
  • Partner with Talent & Culture to review business processes to guide best practices, elevate areas for improvement and fully utilize system capabilities for all areas of HCM.
  • Partner with Finance to understand and support business priorities, serving as a consultant for system implementations, integrations, reporting, and ongoing roadmap planning.
  • Partner with Enterprise Technology on technology governance, integrations, security, and system reliability.
  • Partner with Growth & Development to identify learning needs for user needs to optimize utilization and overall experience; facilitate training as needed and work with the HRIS team to develop documentation.
  • Manage vendor relationship and partnerships.
  • Provide recommendations regarding future HR technology investments and system enhancements.
  • Remain connected to a broader Workday community and external education to remain apprised on technology trends.

Workforce Systems Governance
  • Establish governance processes for system changes, security roles, configuration decisions, and release management.
  • Oversee Workday functional reviews and ensure alignment with business requirements.
  • Maintain accountability for system integrity, data quality, audit readiness, and compliance requirements.
  • Lead workforce systems risk management efforts, including disaster recovery and operational resiliency.
  • Serve as the strategic consultant and escalation point for complex workforce technology issues.

Analytics & Workforce Insights
  • Partner with stakeholders to define workforce reporting and analytics priorities.
  • Oversee development of dashboards and workforce metrics.
  • Translate workforce data into actionable business insights and recommendations.

Team Leadership
  • Lead, develop, and coach HR technology team members.
  • Establish priorities, service standards, and performance expectations.
  • Build organizational capability within HR technology and workforce systems.
  • Ensure appropriate workload distribution between strategic initiatives and operational support activities; perform light configuration as needed to support and develop the team.
  • Foster continuous improvement and a customer-focused mindset across the team.

Knowledge, Skills and Abilities:
  • Strong interpersonal skills when working with various customers and peers, using everyday language to communicate effectively with stakeholders who have different levels of understanding and perspectives.
  • Ability to communicate effectively and be a strong consultant about solutions, limitations and change management; effectively translate business requirements into technology solutions.
  • Results driven with the ability to take initiative and work in a fast-paced environment.
  • Ability to handle confidential information with sensitivity.
  • Strong attention to detail and ability to prioritize and effectively delegate workload.
  • Customer-driven with emphasis on results.
  • Passion, enthusiasm, creativity, and a positive outlook with a commitment to excellence and high standards.
  • Uses practical approaches for choosing a course of action or develops appropriate solutions to issues that arise.
  • Excellent project and time management skills with a proven ability to meet deadlines.
  • Strong analytical and problem-solving skills.
  • Ability to apply common sense understanding to carry out instructions furnished in written, oral or diagram form. Ability to deal with problems involving several concrete variables in standardized situations.
  • Must be knowledgeable of and comply with HMA's Client Privacy Policy, HIPAA regulations and E&O procedures and policies.

Qualifications:
  • Education: Bachelor's degree or equivalent combination of education and experience preferred.
  • Experience: 5+ years of HRIS, HR technology, workforce systems or related experience, including Workday, or related experience. 3+ years leading HR technology teams or complex cross-functional initiatives.
  • In addition to the responsibilities, knowledge, skills, and abilities outlined in this job description, the Company also assesses and develops employees based on core and technical competencies through a performance management process. Competencies applicable to this role include:

Core Competencies
  • Trust: Build trust through honest and caring actions and consistently do the right thing.
  • Communication: Seek understanding to convey messages and information to others in a caring and constructive manner.
  • Client Focus: Establish meaningful relationships with clients (internal and external) by supporting their unique potential and delivering an impactful experience.
  • Teamwork: Contributes to the success of the organization by effectively influencing others and uplifting their experiences and unique strengths.

Technical Competencies:
  • Human Capital Knowledge, Principles & Practice - Invests in the development of human capital knowledge including changing and emerging trends and applies relevant principles and practices throughout daily responsibilities.
  • Relationship Management - Actively fosters relationships by seeking to understand appropriate parties, prioritizing problem solving, and collaborating to deliver unique and impactful solutions.
  • Critical Thinking & Execution - Ability to analyze, interpret, and evaluate information from multiple sources and make connections between logical ideas and the bigger picture to objectively and rationally craft and execute innovative solutions to intricate challenges.

Here's a little bit about us:
In addition to being great at what you do, we place a high emphasis on building a best-in-class culture. We do this through empowering employees to build trust through honest and caring actions, ensuring clear and constructive communication, establishing meaningful client relationships that support their unique potential, and contributing to the organization's success by effectively influencing and uplifting team members.
Benefits: In addition to core benefits like health, dental and vision, also enjoy benefits such as:
  • Paid Parental Leave and supportive New Parent Benefits - We know being a working parent is hard, and we want to support our employees in this journey!
  • Company paid continuing Education & Tuition Reimbursement - We support those who want to develop and grow.
  • 401k Profit Sharing - Each year, Holmes Murphy makes a lump sum contribution to every full-time employee's 401k. This means, even if you're not in a position to set money aside for the future at any point in time, Holmes Murphy will do it on your behalf! We are forward-thinking and want to be sure your future is cared for.
  • Generous time off practices in addition to paid holidays - Yes, we actually encourage employees to use their time off, and they do. After all, you can't be at your best for our clients if you're not at your best for yourself first.
  • Supportive of community efforts with paid Volunteer time off and employee matching gifts to charities that are important to you - Through our Holmes Murphy Foundation, we offer several vehicles where you can make an impact and care for those around you.
  • Inclusion & Belonging Programs - Holmes Murphy is committed to celebrating every employee's unique potential. Through inclusion and belonging initiatives, titled Uniquely United, not only do we offer employees a paid Diversity Day time-off option, but we also have a Uniquely United Committee, Employee Resource Groups, and development programs to advance our culture of belonging. We encourage employees to engage in ways that are meaningful to them to enhance their overall experience!
  • Consistent merit increase and promotion opportunities - Employees are reviewed annually for merit increases and promotion opportunities because we believe growth is important - not only with your financial wellbeing, but also your career wellbeing.
  • Discretionary bonus opportunity - Yes, there is an annual opportunity to make more money. Who doesn't love that?!

At this time, we are not considering candidates who require any type of immigration sponsorship now or in the future. This includes candidates whose current work authorization is temporary or set to expire and who would require employer participation in any renewal, extension, or new authorization process to continue employment.
Holmes Murphy & Associates is an Equal Opportunity Employer.

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