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Hris Manager Jobs in Reno, NV (NOW HIRING)

Progressive Gaming

Senior Director, HRIS

Reno, NV · On-site

Manage the prioritization and delivery of HR technology enhancements and projects aligned with ... Lead HRIS projects, upgrades, releases, implementations, and system enhancements. * Establish ...

IGT

Senior Director, HRIS

Reno, NV · On-site

Manage the prioritization and delivery of HR technology enhancements and projects aligned with ... Lead HRIS projects, upgrades, releases, implementations, and system enhancements. * Establish ...

Sugar Bowl Resort

Senior HR Generalist

Norden, CA

$78K - $101K/yr

Own HRIS data integrity: employee records, position management, org structure, and reporting hierarchies. Develop and maintain custom reports and dashboards to support leadership decision-making on ...

Sugar Bowl Resort

Senior HR Generalist

CA · On-site

$28 - $36/hr

... HRIS data integrity: employee records, position management, org structure, and reporting ... hierarchies. • Develop and maintain custom reports and dashboards to support leadership decision ...

The Clorox Company

Human Resources Generalist

Reno, NV · On-site

... management, and enforcing company policies and practices. This role will also provide vital administrative support across various HR functions, including record-keeping, file maintenance, and HRIS ...

Clorox

Human Resources Generalist

Reno, NV

... management, and enforcing company policies and practices. This role will also provide vital administrative support across various HR functions, including record-keeping, file maintenance, and HRIS ...

Valeo

Human Resources Intern

Reno, NV · On-site

$15 - $20/hr

You assist HR Site Manager in day-to-day operations * You provide customer service for our team members * You enter and maintain personnel transactions within HRIS * You create customized reports

New

Valeo

Human Resources Intern

Reno, NV

$15 - $20/hr

You assist HR Site Manager in day-to-day operations * You provide customer service for our team members * You enter and maintain personnel transactions within HRIS * You create customized reports

New

AA2IT

HR Assistant

Reno, NV · On-site

$37K - $47K/yr

Requirements: * 1-2 years of relevant experience. * HRIS experience and knowledge preferred * Proficient in Microsoft Office Suite, particularly Excel * Excellent written and verbal communication ...

Chewy

Sr Human Resources Administrator

Reno, NV

$24.03 - $36.05/hr

Must have computer skills and the ability to learn HRIS system (Paychex or Kronos). * Must be ... Non-exempt hourly team members accrue paid time off (PTO) subject to manager approval. Non-exempt ...

Chewy

Sr Human Resources Administrator

Reno, NV · On-site

$24.03 - $36.05/hr

Must have computer skills and the ability to learn HRIS system (Paychex or Kronos). * Must be ... Non-exempt hourly team members accrue paid time off (PTO) subject to manager approval. Non-exempt ...

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Hris Manager information

See Reno, NV salary details

$24.4K

$113.1K

$162K

How much do hris manager jobs pay per year?

As of Aug 16, 2026, the average yearly pay for hris manager in Reno, NV is $113,053.00, according to ZipRecruiter salary data. Most workers in this role earn between $95,200.00 and $132,600.00 per year, depending on experience, location, and employer.

What is an HRIS manager?

An HRIS Manager is a professional responsible for overseeing and maintaining a company's Human Resources Information System (HRIS). They ensure that the HRIS supports HR operations, including payroll, benefits, recruiting, and compliance reporting. HRIS Managers also analyze data, implement system upgrades, and train staff on system usage. Their role bridges the gap between HR and IT, helping to optimize the efficiency and effectiveness of HR processes.

What is an HRIS manager?

HRIS stands for human resource information system, which is software that organizes employee data. An HRIS manager oversees the development and implementation of new software or systems that help the HR department track worker data. As an HRIS manager, you analyze employee data in the system and make recommendations to upper management about how to improve employee efficiency and streamline human resources processes. To pursue a career as an HRIS manager, you need a bachelor’s degree in human resources or a related field, several years of experience as a business or HR analyst, and strong leadership qualities.

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

To thrive as an HRIS Manager, you need expertise in human resources processes, data management, and a bachelor’s degree in HR, IT, or a related field. Familiarity with HRIS systems like Workday, SAP SuccessFactors, or Oracle, along with certifications such as SHRM-CP or PHR, are highly valuable. Strong analytical skills, attention to detail, and effective communication abilities help you collaborate across departments and ensure data accuracy. These skills are crucial for optimizing HR operations, supporting strategic decision-making, and maintaining compliance within an organization.

What are some common challenges an HRIS manager faces when implementing new HR technologies?

HRIS Managers often encounter challenges such as integrating new systems with existing HR software, ensuring data accuracy and security, and managing change across the organization. They must work closely with both IT and HR teams to coordinate data migration and user training, addressing any resistance to new processes. Effective communication and strong project management skills are essential to overcome these hurdles and ensure a smooth transition.

What is the difference between Hris Manager vs Payroll Specialist?

AspectHris ManagerPayroll Specialist
CredentialsHR certifications, HRIS system knowledgePayroll certifications, accounting or finance background
Work EnvironmentHR departments, HRIS system managementPayroll departments, finance teams
Employer & Industry UsageUsed across industries for HRIS oversightPrimarily in companies with complex payroll needs
Search & Comparison IntentUnderstanding HRIS management rolesPayroll processing and compliance roles

The Hris Manager oversees the implementation and management of HRIS systems, focusing on HR data and processes. Payroll Specialists handle payroll processing, ensuring accurate employee compensation and compliance. While both roles involve HR and payroll functions, the Hris Manager has a broader scope related to HR systems, whereas Payroll Specialists focus specifically on payroll execution.

How much do HRIS managers make?

HRIS managers in California typically earn between $90,000 and $130,000 annually, depending on experience, certifications, and the size of the organization. Salaries can vary based on industry and specific job responsibilities, with higher compensation often associated with advanced skills in HRIS systems like Workday or SAP and relevant certifications such as SHRM-CP or HRIS-specific credentials.

Is HRIS a good career path?

A career as an HRIS manager involves managing human resources information systems, which are essential for HR operations and data management. It requires technical skills, knowledge of HR processes, and proficiency with software tools like SAP, Workday, or Oracle. The role offers growth opportunities in HR and IT departments and is in demand as organizations increasingly rely on digital HR solutions.
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For Hris Manager jobs in Reno, NV, the most frequently searched job titles are:

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Hris Manager jobs near you
Infographic showing various Hris Manager job openings in Reno, NV as of August 2026, with employment types broken down into 88% Full Time, 11% Part Time, and 1% Contract. Highlights an 84% Physical, 3% Hybrid, and 13% Remote job distribution, with an average salary of $113,053 per year, or $54.4 per hour.

Senior Director, HRIS

Progressive Gaming

Reno, NV • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 28 days ago

Job description

IGT, where innovation meets entertainment on a global scale!  From the casino floor to your mobile screen, we deliver thrilling, responsible, and unforgettable gaming experiences-powered by worldclass content, strong technical and commercial capabilities and nurtured by a culture of collaboration, accountability, and ownership.

 

Whether it's spinning reels, placing bets, or enabling secure payments, we turn innovation into impact through disciplined execution and longterm value creation. With a team of over 6,000 employees across 30+ countries and products delivered in more than 100 jurisdictions worldwide, we operate at scale while staying closely connected to costumers we serve. If you're ready to bring your talent to a team shaping the future of entertainment, your next big move starts here - www.igt.com.

Overview

IGT is seeking a Senior Director, HRIS to lead the delivery, optimization, governance, and support of global HR technology solutions across the People & Culture (P&C) organization. This role is responsible for leading the HRIS function, driving continuous improvement of HR systems, supporting post-merger technology integration activities, and delivering scalable solutions that enable an efficient and data-driven P&C organization.

The Senior Director, HRIS partners closely with P&C, Information Technology (IT), Payroll, Benefits, Finance, and business leaders to execute the HR technology roadmap and support key business initiatives. Serving as a critical liaison between HR and IT, this role ensures HR technology solutions align with business requirements, enterprise standards, security requirements, data governance practices, and operational objectives.

The ideal candidate combines strong HR technology leadership with deep functional knowledge of SAP SuccessFactors configuration, module capabilities, reporting tools, and integrations. While not expected to perform system configuration directly, this leader must possess sufficient technical expertise to evaluate solution options, guide the HRIS team, and partner effectively with IT to deliver scalable, secure, and sustainable HR technology solutions. The successful candidate will be able to challenge vendor recommendations, assess technical trade-offs, and ensure best-practice solutions are implemented across the HR technology landscape.

Responsibilities

HRIS Leadership & Governance

  • Lead the global HRIS function, including system administration, support, enhancements, governance, and continuous improvement.
  • Partner with People Operations and Information Technology to execute the HR technology roadmap and support business transformation initiatives.
  • Establish and maintain governance standards for HR systems, including configuration, workflows, integrations, security, and data management.
  • Manage the prioritization and delivery of HR technology enhancements and projects aligned with business priorities.
  • Support post-merger HR systems integration and harmonization efforts.
  • Build and manage relationships with HR technology vendors, implementation partners, and service providers.


SuccessFactors Leadership & Optimization

  • Serve as the functional subject matter expert for SAP SuccessFactors, including module capabilities, configuration options, reporting tools, and best practices.
  • Provide guidance on solution design, configuration approaches, and system enhancements across SuccessFactors modules.
  • Drive continuous optimization of HR technology solutions through process improvement, workflow automation, and self-service capabilities.
  • Partner closely with IT to ensure system integrations, enhancements, and architecture decisions are scalable, secure, and sustainable.
  • Evaluate and challenge vendor and consultant recommendations to ensure alignment with business needs and best practices.


Data Quality, Governance & Audit Readiness

  • Establish and maintain standards, controls, and governance processes to ensure HR data quality, consistency, and integrity across HR systems.
  • Ensure enterprise-wide compliance, audit readiness, security controls, and adherence to data governance standards.
  • Partner with IT to oversee role-based security, data access controls, and employee data management practices, ensuring compliance with company policies, regulatory requirements, and security standards.
  • Develop and monitor data quality metrics and remediation processes to proactively identify and resolve issues.
  • Partner with IT, Payroll, and reporting teams to support reliable data structures and system integrity.
  • Support internal and external audits related to HR systems, controls, and employee data.


Program & Project Delivery

  • Lead HRIS projects, upgrades, releases, implementations, and system enhancements.
  • Establish strong project management, testing, release management, and change control practices.
  • Manage project risks, dependencies, and stakeholder communications to ensure successful delivery and adoption.
  • Drive operational excellence through continuous improvement and effective governance practices.


People Leadership

  • Lead and develop a global HRIS organization, including managers, analysts, project resources, and external partners.
  • Build team capability in HR technology, systems governance, and operational excellence.
  • Foster a culture of accountability, collaboration, customer service, and continuous improvement.
  • Coach and develop team members to support organizational growth and succession planning.
Qualifications
  • Bachelor's degree in Human Resources, Information Systems, Business Administration, Computer Science, or a related field; Master's degree preferred.
  • 10+ years of progressive experience leading HRIS, HR technology, or enterprise HR systems functions in global organizations.
  • Deep expertise in SAP SuccessFactors, including Employee Central and multiple additional modules, with strong knowledge of configuration, security, reporting, integrations, and system architecture.
  • Experience leading HR technology implementations, upgrades, optimization efforts, and transformation initiatives.
  • Strong understanding of HR data governance, security controls, compliance requirements, and audit readiness.
  • Demonstrated success partnering with Information Technology teams to deliver scalable and secure HR technology solutions.
  • Experience leading and developing HRIS teams, managing vendors, and driving cross-functional initiatives.
  • Strong communication, stakeholder management, and problem-solving skills with the ability to balance strategic priorities and operational execution.


Key Competencies:

HR Technology & SuccessFactors Expertise

  • Enterprise HR technology leadership
  • SAP SuccessFactors solution architecture and module expertise
  • SuccessFactors configuration and design knowledge
  • HR technology product knowledge and solution evaluation
  • HR systems integration and ecosystem management
  • SuccessFactors reporting and data management


Leadership & Collaboration           

  • Team leadership and capability development
  • Cross-functional partnership and collaboration
  • HR and Information Technology partnership leadership
  • Stakeholder management and influence
  • Vendor and implementation partner management


Operational Excellence

  • Process optimization and digital enablement
  • HR data governance, quality, and audit readiness
  • Security, controls, and compliance management
  • Project and program management
  • Change management and adoption leadership
  • Operational excellence and delivery focus

#LI-CK1

IGT is committed to sustaining a workforce that reflects the diversity of the global customers and communities we serve and to fostering an inclusive environment where all employees feel valued, respected, and engaged. IGT is an equal opportunity employer and provides equal employment opportunities without regard to race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age, disability, veteran status, genetic information, or any other characteristic protected by applicable law. We thank all applicants for their for applying; however, only those selected to interview will be contacted. 

At IGT, we consider a wide range of factors in determining compensation, including skills, experience, education, and geographic location. These factors may result in variation in starting pay. The estimated starting compensation range for this role is $213,700 - $256,200 USD, based on a good-faith assessment at the time of posting. Actual compensation may vary. IGT complies with all applicable pay transparency and compensation laws and collective bargaining agreements, where applicable. 


Base pay is one component of IGT's total rewards program. Depending on the role, employees may be eligible for bonus or commission opportunities. IGT also offers a comprehensive benefits package, which may include a 401(k) savings plan with company contributions, medical, dental, and vision insurance, life and disability coverage, paid time off, tuition reimbursement, and other wellness programs, subject to eligibility requirements. 

IGT is the global leader in gaming. For more information, please visit www.igt.com.

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