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Hris Implementation Jobs in Minnesota (NOW HIRING)

Heartwood

Human Resources Director

Crosby, MN

$100K - $110K/yr

HR policy development, implementation, and management of annual review and updates. * Work with ... Onboarding/recruitment/retention oversight. * HRIS/payroll/benefit administration oversight.

The Berg Group

Internship, Human Resources

Chaska, MN · On-site

$20 - $25/hr

You will also work on growing other HR skills such as onboarding, HRIS System (Paycom), background screening, E-Verify, employment verifications, and more. Primary Responsibilities/Duties * Process ...

The Berg Group LLC

Internship, Human Resources

Chaska, MN · On-site

$20 - $25/hr

You will also work on growing other HR skills such as onboarding, HRIS System (Paycom), background screening, E-Verify, employment verifications, and more. Primary Responsibilities/Duties * Process ...

Hosanna Church

Human Resources Administrator

Lakeville, MN · On-site

$26 - $30/hr

... HRIS and personnel records, payroll coordination, benefits enrollment, leave administration, and compliance recordkeeping. This role works in close partnership with Hosanna's Fractional HR Partner ...

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Hris Implementation information

What is HRIS implementation?

HRIS implementation refers to the process of installing, configuring, and launching a Human Resources Information System (HRIS) within an organization. This process typically includes assessing organizational needs, selecting the appropriate HRIS software, migrating data, integrating with other business systems, and training staff on the new platform. Successful HRIS implementation helps streamline HR processes such as payroll, benefits administration, and employee data management, improving overall efficiency and compliance.

What are some common challenges faced during an HRIS implementation, and how can they be managed effectively?

One common challenge during an HRIS implementation is data migration, as ensuring accurate and complete transfer of existing HR data to the new system can be complex. Additionally, adapting workflows to fit the new system often requires close collaboration with HR, IT, and department leaders to ensure alignment with business processes. Effective communication, thorough training, and phased rollouts help manage user adoption and minimize disruptions. Being proactive about troubleshooting and involving key stakeholders early on can significantly improve the success of an HRIS implementation.

What are the key skills and qualifications needed to thrive as an HRIS Implementation Specialist, and why are they important?

To thrive as an HRIS Implementation Specialist, you need a solid understanding of human resources processes, data management, and project management, often supported by a degree in HR, IT, or a related field. Familiarity with HRIS platforms (such as Workday, SAP SuccessFactors, or Oracle HCM), data migration tools, and relevant certifications like SHRM-CP or PMP are highly beneficial. Strong communication, problem-solving, and stakeholder management skills help facilitate smooth collaboration and user adoption. These skills ensure successful system integration, minimize disruptions, and maximize the HRIS’s value to the organization.

What is the difference between Hris Implementation vs Hris Support Specialist?

AspectHris ImplementationHris Support Specialist
Primary RoleDeploying and configuring HRIS systems for organizationsProviding ongoing support and troubleshooting for HRIS users
Required SkillsProject management, system configuration, technical knowledgeCustomer service, problem-solving, technical troubleshooting
Work EnvironmentProject-based, often on-site or remote during implementation phasesSupport center, helpdesk, or remote
CertificationsHRIS certifications, technical certificationsCustomer support certifications, technical skills

Hris Implementation focuses on deploying and configuring HRIS systems, requiring project management and technical skills. In contrast, Hris Support Specialists provide ongoing user support and troubleshooting, emphasizing customer service and technical problem-solving. Both roles are essential in the HRIS lifecycle but differ in scope and responsibilities.

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

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

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

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

Hris Implementation jobs near you
Infographic showing various Hris Implementation job openings in Minnesota as of August 2026, with employment types broken down into 1% As Needed, 84% Full Time, 9% Part Time, and 6% Contract. Highlights an 87% Physical, 4% Hybrid, and 9% Remote job distribution.

Human Resources (HR) Generalist

Winona, MN • On-site

Hiawatha Valley Mental Health Center
Offices of Mental Health Practitioners • 201 - 500 employees
Learn more about Hiawatha Valley Mental Health Centerexternal

$21.50 - $30.14/hr

Full-time

Posted 13 days ago

Hiawatha Valley Mental Health Center rating

8.9

Company rating: 8.9 out of 10

Based on 5 frontline employees who took The Breakroom Quiz

Job description

ABOUT US:
Hiawatha Valley Mental Health Center (HVMHC) is a trusted leader in providing exceptional, person-centered behavioral health services to our communities. Founded in 1965 by a dedicated group of community members and government officials from Houston, Wabasha, and Winona counties, we have since expanded our services across Winona, Houston, Wabasha, Goodhue, and Fillmore counties.
We are dedicated to fostering a diverse, inclusive, and supportive workplace where team members and clients feel valued and respected.
POSITION DESCRIPTION
TITLE: Human Resources Generalist
PROGRAM: All
JOB SUMMARY: The Human Resources Generalist performs a broad range of professional Human Resources functions that support daily HR operations and the employee lifecycle. This position partners employees and leadership to administer recruitment, onboarding, benefits, leave administration, employee relations, HR systems, compliance, training, performance management, and employee engagement while promoting a positive workplace culture and supporting compliance with organizational policies and applicable employment laws.
JOB RESPONSIBILITIES AND ESSENTIAL FUNCTIONS:
  1. HR Operations, HRIS & Administrative Support: Support the day-to-day operations of the Human Resources Department; maintain accurate employee information in HRIS and other HR systems; process employee changes; generate routine reports; and support payroll, timekeeping, and other HR administrative functions.
  2. Employee Lifecycle, Recruitment & Onboarding: Support the employee lifecycle from recruitment through separation, including recruitment, selection, onboarding, employee changes, development, engagement, and offboarding.
  3. Employee Relations & Performance: Provide first-level HR support to employees and supervisors; assist with employee concerns, conflict resolution, investigations, performance management, corrective action, and related processes; escalate complex or sensitive matters to the HR Manager.
  4. Benefits & Leave Administration: Support employee benefit programs, leave and absence processes, workers' compensation, and related employee and vendor communications.
  5. HR Compliance & Documentation: Maintain accurate and confidential personnel records; support HR compliance with applicable employment laws, regulations, employment documentation, required training, and organizational policies; assist with audits and reporting.
  6. Training & Employee Development: Support employee training, professional development, required certifications, performance reviews, and other employee development initiatives.
  7. Employee Engagement & HR Programs: Support employee engagement, recognition, retention, workplace culture, employee events, surveys, and other HR programs and initiatives.
  8. Policies & Continuous Improvement: Assist with maintaining HR policies, procedures, forms, and employee handbook materials; stay current on HR practices and regulatory changes; and identify opportunities to improve HR processes and services.

PHYSICAL REQUIREMENTS FOR POSITION: Must be able to move in a manner conducive to the execution of daily activities. While performing the duties of this job, the employee must communicate with others and exchange information. The employee regularly operates equipment (listed below) daily. Occasional bending and lifting of office materials may be required.
NON-ESSENTIAL FUNCTIONS: Perform other duties as assigned by the HR Manager.
EQUIPMENT USED: Computer, telephone/cell phone, office equipment, vehicle.
JOB QUALIFICATIONS AND REQUIREMENTS:
  1. Bachelor's degree in human resources, Business Administration, or a related field required; two years of HR experience preferred.
  2. Proficient verbal and written communication skills with the ability to build effective working relationships.
  3. Strong organizational and time-management abilities with consistent attention to detail.
  4. Demonstrated analytical and problem-solving skills.
  5. Ability to manage and prioritize multiple tasks effectively.
  6. Ability to maintain professionalism, integrity, and strict confidentiality.
  7. Working knowledge of employment laws and regulations.
  8. Proficiency with Microsoft Office, Excel, PowerPoint, and the ability to learn and effectively use HRIS and talent management systems, including BambooHR.
  9. Must possess a valid driver's license and a willingness to travel as needed to organization locations throughout SE MN.

WORK ENVIRONMENT: Hiawatha Valley Mental Health Center is committed to providing a safe and inclusive work environment free from harassment, violence and discrimination. Our inclusive work environment represents many different backgrounds, cultures and viewpoints. The core values we live by include integrity, respect, people focused, community focused, continuous improvement, compassion, partnership and collaboration, empowerment and financial stewardship. All Hiawatha Valley Mental Health Center owned facilities are smoke/drug free environments, with some exposure to excessive noise, dust and temperature. The employee is occasionally exposed to a variety of conditions at client sites.
SUPERVISED BY: HR Manager
SUPERVISES: None
POSITION DESIGNATION: Non-exempt, Part-Time (30 hours), In person
This job description is subject to change at any time.
EMPLOYEE WELLNESS PROGRAM:
  • https://www.hvmhc.org/employee-benefits-wellness-program/

EEO STATMENT:
Hiawatha Valley Mental Health Center is an Equal Opportunity Employer. We welcome all qualified applicants, regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status.
APPLICATION PROCESS:
A background check is required as part of the hiring process. Depending on the role, applicants may also need to complete a Mental Health Practitioner Verification Form or Professional Conduct Inquiry Form.

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