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Hris Manager Jobs in Springfield, IL (NOW HIRING)

Jobtailor

Senior HR Business Partner

Springfield, IL · On-site

$65 - $90/hr

Knowledge of talent management, compensation/HRIS, benefits, and employee relations * Advanced communication, critical thinking, problem-solving, conflict resolution, analytical, organizational, time ...

New

International Paper Company

HR Coordinator

Lincoln, IL · On-site

$20.50 - $26.75/hr

... information to authorized persons as appropriate; and handles human resource-related questions ... manages the interface with SAP and the plant hourly payroll system. Ensures hourly employees are ...

International Paper

HR Coordinator

Lincoln, IL · On-site

$20.50 - $26.75/hr

... information to authorized persons as appropriate; and handles human resource-related questions ... manages the interface with SAP and the plant hourly payroll system. Ensures hourly employees are ...

U.S. Navy

HUMAN RESOURCES MANAGER

Springfield, IL · On-site

... in Human Resources, starting as a Personnel Specialist is guaranteed to open doors for you as you ... Managing your duty station's Career Information Program * Maintaining and entering data into ...

U.S. Navy

HUMAN RESOURCES MANAGER

Springfield, IL

... in Human Resources, starting as a Personnel Specialist is guaranteed to open doors for you as you ... Managing your duty station's Career Information Program * Maintaining and entering data into ...

Springfield Clinic

HR Business Partner

Springfield, IL · On-site

Ability to partner across the range of core HR disciplines, including Talent Management, Compensation/HRIS, Benefits & Employee Relations. * Ability to travel as needed. * Experience with Microsoft ...

Springfield Clinic

HR Business Partner

Springfield, IL · On-site

$74K - $111K/yr

Ability to partner across the range of core HR disciplines, including Talent Management, Compensation/HRIS, Benefits & Employee Relations. * Ability to travel as needed. * Experience with Microsoft ...

3M

Human Resources Supervisor

Springfield, IL · On-site

$109K - $133K/yr

Supports disability and leave management process. Other duties as assigned. Your Skills And ... This agreement lays out key terms on using 3M Confidential Information and Trade Secrets. It also ...

3M

Human Resources Supervisor

Springfield, IL · On-site

$109K - $133K/yr

Supports disability and leave management process. Other duties as assigned. Your Skills And ... This agreement lays out key terms on using 3M Confidential Information and Trade Secrets. It also ...

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All JobsHris JobsHris Manager JobsHris Manager Jobs in Springfield, IL

Hris Manager information

See Springfield, IL salary details

$24.3K

$112.4K

$161.1K

How much do hris manager jobs pay per year?

As of Sep 5, 2026, the average yearly pay for hris manager in Springfield, IL is $112,378.00, according to ZipRecruiter salary data. Most workers in this role earn between $94,600.00 and $131,800.00 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.

More about Hris Manager jobs

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The most popular types of Hris jobs in Springfield, IL are:

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For Hris Manager jobs in Springfield, IL, the most frequently searched job titles are:

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The top searched job categories for Hris Manager jobs in Springfield, IL are:

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Cities near Springfield, IL with the most Hris Manager job openings:

Hris Manager jobs near you
Infographic showing various Hris Manager job openings in Springfield, IL 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 $112,378 per year, or $54 per hour.

HRIS Manager (5030)

Southern Illinois University School of Medicine

Springfield, IL • On-site

$8.1K - $8.9K/mo

Full-time

Medical, Dental, Life, Retirement, PTO

Posted 18 days ago

Key responsibilities

  • Serve as the functional owner and subject matter expert for Human Resources information systems, applications, and related enterprise technology solutions.

  • Develop and maintain HR reports, dashboards, and workforce metrics to support HR leadership and organizational decision-making.

  • Analyze HR business processes and lead the design and implementation of automated workflows and electronic solutions to improve operational efficiency.

Job description

Salary: $8,106.67 - $8,917.33 Monthly
Location : Springfield, IL
Job Type: Civil Service
Job Number: 2402261
Department: Human Resources-SMS
Opening Date: 08/18/2026
Closing Date: 8/31/2026 2:00 PM Central
FLSA: Exempt
Bargaining Unit: N/A
Shift: Days
ExemptorNon_Exempt: Exempt
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Description
The HRIS Manager is responsible for the strategic management, administration, optimization, and continuous improvement of Human Resources information systems and workforce data operations. The position serves as the functional owner of HR technology and the focal point for HR data operations, providing direction for the systems, processes, staff, and controls necessary to maintain accurate, secure, and reliable HR information. The position serves as the primary liaison between Human Resources, Information Technology, system vendors, and institutional stakeholders and translates HR business requirements into effective technology and data solutions.
Examples of Duties
HRIS & TECHNOLOGY MANAGEMENT - 30%
  1. Serve as the functional owner and subject matter expert for Human Resources information systems, applications, and related enterprise technology solutions.
  2. Define, prioritize, and oversee HR technology needs and objectives in alignment with HR and institutional strategic priorities.
  3. Administer, configure, maintain, and optimize HR technology applications, including system security, user roles, workflows, organizational structures, position data, reporting relationships, and other system configurations.
  4. Coordinate system enhancements, upgrades, integrations, testing, implementations, and new functionality, ensuring solutions meet business requirements and operational needs.
  5. Partner with Information Technology, vendors, and institutional stakeholders to troubleshoot and resolve complex system issues, identify root causes, and implement sustainable solutions.
  6. Evaluate existing and emerging HR technologies and make recommendations regarding system capabilities, functionality, integrations, automation, and technology investments.
  7. Develop and maintain system documentation, technical procedures, configuration documentation, business requirements, and user guides.
  8. Establish and maintain processes to ensure HR technology systems support regulatory requirements, institutional policies, data security, business continuity, and operational effectiveness.
  9. Lead or participate in institutional HR technology projects, implementations, system conversions, integrations, and other strategic technology initiatives.
WORKFORCE DATA, REPORTING & BUSINESS INTELLIGENCE - 20%
  1. Direct the development, maintenance, and distribution of complex operational, management, compliance, and executive-level HR reports.
  2. Develop and maintain interactive dashboards, workforce metrics, and business intelligence solutions that provide HR leadership and institutional decision-makers with actionable workforce information.
  3. Extract, integrate, analyze, validate, and interpret workforce data from multiple enterprise systems and data sources.
  4. Develop and maintain reporting solutions using enterprise reporting and data analysis platforms, including SQL-based reporting tools, Business Intelligence platforms, Microsoft Access, Microsoft Excel, and other reporting applications.
  5. Utilize advanced data analysis and modeling techniques, including Power Query, Power Pivot, complex formulas, pivot tables, lookup functions, data modeling, and related analytical tools.
  6. Develop recurring executive and business-unit dashboards supporting workforce planning, recruitment, retention, turnover, compensation, diversity, compliance, and other strategic HR initiatives.
  7. Establish data validation and quality assurance processes to ensure the accuracy, consistency, completeness, and reliability of workforce reporting.
  8. Manage and coordinate responses to FOIA requests, regulatory and compliance reporting, audits, institutional data requests, and other requests requiring the extraction, analysis, interpretation, or presentation of HR data.
  9. Translate complex workforce data into meaningful information and recommendations that support strategic decision-making and organizational planning.
HR PROCESS IMPROVEMENT, AUTOMATION & PROJECT MANAGEMENT - 20%
  1. Analyze HR business processes, workflows, and service delivery models to identify opportunities to improve efficiency, scalability, customer service, data quality, and operational effectiveness.
  2. Lead the design, development, implementation, and maintenance of automated HR workflows, electronic forms, approval processes, notifications, and other technology-enabled solutions.
  3. Utilize workflow automation and business process management platforms, including Smartsheet and other applicable technologies, to reduce manual processes and improve transaction accuracy and timeliness.
  4. Partner with HR leadership and functional teams to redesign business processes and translate operational requirements into sustainable technology solutions.
  5. Identify opportunities to integrate HR systems and eliminate redundant, disconnected, or manual processes.
  6. Research emerging technologies, automation capabilities, artificial intelligence, analytics tools, and other solutions and evaluate their potential application to HR operations.
  7. Lead and/or participate in cross-functional HR technology projects and special initiatives, including project planning, requirements gathering, testing, implementation, change management, and post-implementation evaluation.
  8. Establish project priorities, timelines, deliverables, and success measures for assigned HR technology initiatives and communicate project status, risks, and recommendations to HR leadership and stakeholders.
DATA GOVERNANCE, SECURITY & CUSTOMER SUPPORT - 15%
  1. Establish and maintain data governance practices that promote the integrity, security, confidentiality, availability, and appropriate use of HR information.
  2. Monitor and audit employee, organizational, position, and reporting structure data across HR systems to identify discrepancies and ensure data accuracy and consistency.
  3. Partner with Information Technology and other institutional stakeholders to ensure appropriate security controls, access protocols, system permissions, and applicable cybersecurity requirements are maintained for HR systems and sensitive employee information.
  4. Develop and implement procedures for data quality assurance, system access, records management, and the appropriate handling of confidential HR information.
  5. Provide advanced technical support, consultation, troubleshooting, and problem resolution to HR staff, managers, departmental users, and other system stakeholders.
  6. Develop and deliver training, documentation, user guides, and other resources to improve user understanding and effective utilization of HR technology.
  7. Serve as a liaison between HR, Information Technology, vendors, and system users to facilitate communication, resolve issues, and coordinate technology-related activities.
  8. Perform other related duties as assigned.

SUPERVISION & HR DATA OPERATIONS - 15%
  1. Serve as the focal point and functional lead for Human Resources data operations, including employee, position, organizational, reporting relationship, and related HR data maintained in AIS and other HR systems.
  2. Directly supervise assigned HR data staff and assign, prioritize, coordinate, and review their work to ensure timely, accurate, and consistent processing.
  3. Establish and maintain procedures, standards, controls, quality assurance practices, and service expectations for HR data operations.
  4. Monitor workload, transaction volume, accuracy, deadlines, and service levels and adjust priorities or resources as needed.
  5. Provide technical direction, training, coaching, and guidance to assigned staff and serve as the primary escalation point for complex or sensitive HR data issues.
  6. Establish cross-training, documentation, and backup processes to ensure continuity of critical HR data functions.
  7. Review significant data discrepancies, exceptions, and operational issues and coordinate resolution with HR, Information Technology, Payroll, Finance, and other appropriate offices.
  8. Evaluate HR data operations and recommend staffing, process, technology, or resource changes that improve accuracy, efficiency, service, and business continuity.
  9. Ensure HR data operations comply with institutional policies, applicable regulations, confidentiality requirements, data governance standards, and information security practices.
  10. Perform other related duties as assigned.

Qualifications
Credentials to be Verified by Placement Officer
  1. Any one or any combination totaling five years (60 months) from the following categories:
    1. College coursework which includes Information Technology (IT), IT Management, Programming, IT systems, or a closely related discipline, as measured by the following conversion table or its proportional equivalent:
      • 30 semester hours equals one (1) year (12 months
      • Associate's Degree (60 semester hours) equals eighteen months (18 months)
      • 90 semester hours equals two (2) years (24 months)
      • Bachelor's Degree (120 semester hours) equals three (3) years (36 months)
    2. Work experience which includes demonstrated proficiency in enterprise Human Resource Information Systems (HRIS), business intelligence and reporting platforms, advanced Microsoft Excel, data analysis, workflow automation, and business process improvement, which includes supervisory or lead worker capacity.

Knowledge, Skills and Abilities (KSAs)
To be successful in this position, the incumbent must meet all of the minimum qualifications identified by the State Universities Civil Service System for the Information Technology Manager classification, as well as the following skills and/or attributes identified as essential for this individual position:
  • Knowledge of the systems and operations used within the areas and departments of responsibility.
  • Excellent verbal and written communication skills.
  • Ability to oversee and coordinate activities of assigned staff.
  • Ability to effectively communicate with other colleagues, supervisors, administrative staff, and other campus/agency units.
  • Ability to identify and resolve technical and personnel problems.
  • Ability to effectively communicate and professionally interact with all staff levels.

Condition of Employment
Out of State Applicants that apply to Springfield vacancies in classifications in the occupational area of Professional, Semi-Professional, or Managerial will be subject to the following Condition of Employment: Pursuant to the State University Civil Service System, an out-of-state resident who is hired into this position must establish Illinois residency within 180 calendar days of their start date.
Supplemental Information
If you require assistance, please contact the Office of Human Resources at or call 217-545-0223 Monday through Friday, 8:00am-4:30pm.
The mission of Southern Illinois University School of Medicine is to optimize the health of the people of central and southern Illinois through education, patient care, research and service to the community.
The SIU School of Medicine Annual Security Report is available online at This report contains policy statements and crime statistics for Southern Illinois University School of Medicine in Springfield, IL. This report is published in compliance with Federal Law titled the
"Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act."
Southern Illinois University School of Medicine is an Affirmative Action/Equal Opportunity employer who provides equal employment and educational opportunities for all qualified persons without regard to race, color, religion, sex, national origin, age, disability, sexual orientation, protected veteran status or marital status in accordance with local, state and federal law.
Pre-employment background screenings required.
Paid time off: Includes 12 paid holidays per year. Accrual rates vary based on employment type and years of service
Paid sick time: Use for personal illness, doctor visits, or if your immediate family members fall ill
Health, Dental, and Life insurance
Optional life insurance: Your spouse and dependents can enroll in State term life and university-sponsored term life insurance.
Prescription: Plan participants enrolled in any state health plan have prescription drug benefits included in the coverage.
Long-term Disability Insurance
Flexible spending accounts: Optional, IRS tax-favored program that enables you to stretch medical expenses and dependent care dollars
Voluntary retirement accounts: Optional plans include the State of Illinois Deferred Compensation Plan (457) and Tax Deferred Annuity (403b).
Tuition Waiver/Tuition Reimbursement: Continue your graduate or undergraduate education with the help of tuition waivers or tuition reimbursement
Leaves of absence: Includes FMLA and Extended Sick Leave Benefits for qualified employees
Employee Assistance Program: Access free and confidential support, including counseling services, and information during difficult times
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