ZipRecruiter

Log In

2

Remote Hris Jobs in Georgetown, TX (NOW HIRING)

ForeFlight

Director, HR Information Systems

Austin, TX · On-site +1

$171K - $210K/yr

System of record integrity. Our global HRIS is the backbone for payroll, compliance, and workforce ... REMOTE Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities This employer is ...

Tenstorrent

Staff HR Analyst

Austin, TX · Remote

$100K - $170K/yr

This role is remote based out of Santa Clara, CA, Austin, TX, or Toronto, ON. We welcome candidates ... You'd rather spend the time fixing messy HRIS or ATS logic upstream than constantly patching broken ...

Exatechinc

Kronos Developer

Austin, TX · Remote

Role :- Kronos Developer Location :- Remote (United states) :- Core responsibilities include ... Integration with HRIS (e.g., Workday) and payroll systems. * Data Management * Workforce ...

Future Secure AI

Lead IT Support Engineer

Austin, TX · Remote

Lead the reconciliation of employee, contractor, and service accounts across Entra ID, our HRIS, ... desk, confirmed), remote access/RMM (TeamViewer One vs. NinjaOne, tool decision still being ...

Addison Group

Senior Project Manager

Austin, TX · Remote

$65 - $75/hr

Wednesday and Fridays remote. Benefits: This position is eligible for medical, dental, vision and ... Expertise in financial systems and/or HRIS transformations * Excellent stakeholder management and ...

ForeFlight

Sr Manager, People Team Operations

Austin, TX · On-site +1

$143K - $175K/yr

Global HR Operations * Own alignment of HR operations processes across all global sites - onboarding/offboarding, data integrity, HRIS workflows, and policy administration * Serve as the go-to ...

New

Crowe LLP

Workday Absence & HCM Senior Analyst

Austin, TX · Remote

$89K - $114K/yr

... LI-Remote POSITION REQUIREMENTS: Education Bachelor's degree in Human Resources, Information Systems, Business Administration, or related field (or equivalent experience) required Experience and ...

ForeFlight

HR Business Partner - GTM

Austin, TX · On-site +1

Remote, United States | Employment Type: Full-time Department: People / HR | Reports To: Sr. HRBP ... For further information, please review the Know Your Rights notice from the Department of Labor.

Everlight Solar

Human Resources Assistant

Austin, TX · Remote

$30K - $40K/yr

This is a FULLY REMOTE, full-time, entry level position. Must own a Mac computer and be fluent with the Apple ecosystem of software (iOS, macOS, iWork, etc.) Everlight Solar is a rapidly growing ...

Loxo

Technical Advisor

Austin, TX · Remote

$115K - $115K/yr

Industry Knowledge: Experience working within recruitment, SaaS, or HRIS industries is a ... Remote-First: 100% remote-based workforce. * Flexibility: Unlimited vacation and PTO. * Growth: A ...

next page

Showing results 1-20

All JobsHris JobsRemote Hris JobsRemote Hris Jobs in Georgetown, TX

Remote Hris information

See Georgetown, TX salary details

$23.2K

$65K

$100.8K

How much do remote hris jobs pay per year?

As of Aug 28, 2026, the average yearly pay for remote hris in Georgetown, TX is $64,995.00, according to ZipRecruiter salary data. Most workers in this role earn between $50,600.00 and $71,500.00 per year, depending on experience, location, and employer.

What are remote HRIS jobs?

Remote HRIS jobs are roles in which professionals manage and support Human Resource Information Systems (HRIS) while working from a location outside of a traditional office, often from home. These jobs typically involve responsibilities such as maintaining HR databases, ensuring data integrity, generating reports, and supporting HR technology users. Remote HRIS specialists may also help implement new HR software or upgrades, provide technical support, and work closely with HR and IT teams. The flexibility of working remotely allows for a broader talent pool and can improve work-life balance for employees.

What are the key skills and qualifications needed to thrive as a remote HRIS specialist?

To thrive as a Remote HRIS Specialist, you need a solid understanding of human resources processes and information systems, often backed by a degree in HR, IT, or a related field. Familiarity with popular HRIS platforms (such as Workday, SAP SuccessFactors, or ADP), data analysis tools, and relevant certifications (like SHRM-CP or HRIP) is typically required. Strong attention to detail, problem-solving abilities, and effective remote communication skills help you excel in supporting HR operations from a distance. These skills ensure seamless HR data management, regulatory compliance, and efficient support for a distributed workforce.

What are some common challenges faced by remote HRIS professionals, and how can they be addressed?

Remote HRIS professionals often encounter challenges such as maintaining effective communication with HR teams and ensuring data security while working outside the main office. Since the role relies heavily on technology, troubleshooting technical issues and ensuring system uptime are also key concerns. To address these, it's important to establish clear communication channels, regularly update security protocols, and schedule routine system maintenance. Additionally, participating in virtual team meetings and ongoing training can help remote HRIS specialists stay aligned with organizational goals and best practices.

What is the difference between Remote Hris vs Payroll Specialist?

FeatureRemote HrisPayroll Specialist
CredentialsHRIS certifications, HR or IT backgroundPayroll certifications, accounting or finance background
Work EnvironmentRemote, HR or HRIS teamsOffice or remote, payroll departments
Industry UsageHR tech, HR managementPayroll processing, finance
Primary FocusHR data management, employee infoPayroll processing, wage calculations

Remote Hris professionals focus on managing HR data and employee information using HRIS software, often working remotely within HR teams. Payroll Specialists concentrate on processing payroll and ensuring accurate wage calculations, typically working in finance or payroll departments. While both roles involve employee data, Remote Hris has a broader HR management scope, whereas Payroll Specialists specialize in payroll operations.

More about Remote Hris jobs

What are the most commonly searched types of Hris jobs in Georgetown, TX?

The most popular types of Hris jobs in Georgetown, TX are:

What are popular job titles related to Remote Hris jobs in Georgetown, TX?

For Remote Hris jobs in Georgetown, TX, the most frequently searched job titles are:

What job categories do people searching Remote Hris jobs in Georgetown, TX look for?

The top searched job categories for Remote Hris jobs in Georgetown, TX are:

What cities near Georgetown, TX are hiring for Remote Hris jobs?

Cities near Georgetown, TX with the most Remote Hris job openings:

Remote Hris jobs near you
Infographic showing various Remote Hris job openings in Georgetown, TX as of August 2026, with employment types broken down into 95% Full Time, 2% Part Time, 1% Temporary, and 2% Contract. Highlights an 74% Physical, 7% Hybrid, and 19% Remote job distribution, with an average salary of $64,995 per year, or $31.2 per hour.

Director, HR Information Systems

Austin, TX • On-site, Remote

ForeFlight
Aviation • 51 - 200 employees
Learn more about ForeFlightexternal

$171K - $210K/yr

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 28 days ago

Job description

Jeppesen ForeFlight (JFF) is a fast-growing, global aviation software company building a modern, independent SaaS business from strong pieces. We move fast, act with agency, and operate with discipline. Our HR technology function needs to do the same.
We are hiring a Director of HR Information Systems (HRIS) to own our people systems end-to-end - bringing strategic leadership, technical depth, and a bias toward action to a function that is actively evolving. This is not a steady-state role. Implementations are in progress, new countries and payroll configurations are coming online, and the business continues to bring on new tools that need governance and integration. You will be the person who brings order, roadmap, and scale to that complexity.
At JFF, we believe complexity should be solved, not staffed. You will not build bureaucracy around the work - you will break the work down so it runs cleanly, reliably, and at pace with a growing global business. You will partner closely with our existing HRIS Manager, provide the leadership and strategic direction the function needs, and build out the team over time.
Key Responsibilities:
  • System of record integrity. Our global HRIS is the backbone for payroll, compliance, and workforce data across a complex, multi-country environment. You own data accuracy, audit trail integrity, and system configuration - with the rigor of someone who understands that people create value and process protects it
  • HR technology roadmap. Assess the current state of our HR tech stack, identify gaps, and build a multi-year roadmap. This is a strategic planning responsibility - you will be the person who walks into a room and clearly articulates where HR technology is headed at JFF, why, and what it will take to get there. We care about outcomes, not optics
  • Integration & vendor landscape. Own an expanding ecosystem of HR systems spanning compensation, compliance, emergency notification, learning, and more Evaluate, implement, and maintain integrations across this stack with security and scalability in mind. Govern the intake process as new tools are brought on, ensuring every addition delivers measurable value
  • Vendor management and negotiation. Manage relationships with HR technology vendors - contract renewals, SLA accountability, escalations, and implementation partnerships. You represent JFF's interests at the table and operate with the accountability of an owner
  • System access & controls. Own access provisioning, security roles, and approval workflows - including navigating works council requirements in markets like Germany where formal consent processes apply. You are expected to escalate when something feels wrong and to hold the line on data integrity and access controls
  • Training and adoption at scale. Build and deliver training that enables employees, managers, and HR partners to use our systems confidently - across regions and time zones. You understand that adoption is as important as implementation and you build programs accordingly. You translate technical complexity into clear guidance for all audiences, including executive leadership
  • Change management. Lead the people side of every system change - stakeholder communications, manager enablement, feedback loops, and adoption measurement. A great rollout is half technology and half change management, and you own both sides of that equation
  • Business requirements translation. When a business leader brings you a problem, you scope the solution. You translate business needs into system configuration, integration requirements, or process design without requiring a technical intermediary between you and the business.
  • Team building. You will build out the HRIS support structure this organization needs to run at scale. You hire carefully, develop deliberately, and leave behind a stronger team than the one you inherited
  • People leadership. You will inherit a talented HRIS Manager and be responsible for elevating their contribution and growing their capabilities. You are expected to grow the capabilities of your team and build their confidence to make decisions independently
  • AI-forward systems strategy. Partner with the VP of Talent & HR Technology and the AI enablement function to bring AI capabilities into the HRIS layer - intelligent automation, clean data pipelines for analytics, and smarter system workflows
  • Reporting infrastructure. Ensure the data infrastructure underneath HR analytics is sound and reliable, so that downstream insight work is built on clean, well-governed data
  • Audit and controls readiness. Partner with IT, Payroll, Legal, and Finance to ensure HR systems meet the controls and data governance standards of a maturing, disciplined organization. This includes GL coding, payroll file feeds, and cross-functional reconciliation processes. You are a primary point of escalation - and you hold those relationships with accountability

Basic Qualifications:
  • 10+ years in HRIS or HR technology, including experience leading the function at a strategic level - not just managing day-to-day administration. You take pride in your craft and bring continuous improvement to the function
  • Demonstrated experience building and owning an HR technology roadmap - you can assess a current-state stack, identify gaps, and present a forward-looking strategy to senior leadership with clarity and conviction
  • Demonstrated experience leading a full HRIS implementation or platform migration - from scoping and vendor selection through go-live, hypercare, and adoption. You have done this before and bring the experience to anticipate and navigate the hard parts
  • Experience designing and delivering HRIS training for global, multi-country teams - you understand that adoption is as important as implementation, and you build for both. You are comfortable presenting to executive audiences and making technical content land
  • Deep hands-on experience with an enterprise HRIS platform (such as UKG, Workday, or SAP SuccessFactors) - configuration, integrations, and reporting, not just administration. You stay close to the work and maintain technical credibility with your team and partners
  • Strong cross-functional partnership skills. This role is a primary point of escalation for IT, Payroll, and Finance. You are comfortable across GL coding, payroll file feeds, system access governance, and finance reconciliation - and you hold those relationships without losing accountability
  • Hands-on experience building and managing APIs and system integrations - you can work directly with technical teams to scope, build, and troubleshoot connections between HR systems and the broader technology ecosystem
  • Strong business analyst instincts - when a leader brings you a problem, you translate it into a system solution. You favor clear, practical solutions over unnecessary complexity
  • Experience managing HR technology vendor relationships - contract renewals, SLA accountability, escalations. You have sat across the table from vendors and held them to their commitments
  • Proven change management capability - you have led system rollouts that required stakeholder communications, manager training, and adoption measurement at scale. You know how to balance rigor with momentum and don't let perfect be the enemy of progress
  • A disciplined approach to data protection and system security - access controls, audit trails, and data governance are non-negotiable. Experience with role-based access management, SOC compliance, or similar frameworks is a strong plus
  • Experience in multi-country, multi-entity environments - you understand that global HR systems work is fundamentally different from single-country implementations. You bring cultural awareness and adaptability to your work across regions
  • Experience navigating data privacy and works council requirements in international contexts is a strong plus (e.g., Germany, EU)
  • A genuine AI-forward mindset - not familiarity with the buzzwords, but a real track record of pushing AI adoption to make your work and your team's work better
  • Leadership instincts that match how we lead at JFF: servant leader, technically credible, building others up, acting in the best interest of the company. You lead by creating clarity and removing obstacles, not by controlling outcomes

Preferred Qualifications:
  • A connection to aviation - or the genuine curiosity to build one. We offer a flight stipend to encourage firsthand aviation experience - and we mean it.
  • At least 5 years backend systems experience
  • Experience with UKG preferred
  • Strong BI Reporting experience preferred

About Jeppesen ForeFlight
Jeppesen ForeFlight is a leading provider of innovative aviation software solutions, serving the Commercial, Business, Military, and General Aviation sectors globally. Combining Jeppesen's 90-year legacy of accurate aeronautical data with ForeFlight's expertise in cutting-edge aviation technology, the company delivers an integrated suite of tools designed to enhance safety, improve operational efficiency, and sharpen decision-making.
Why You Should Join:
At Jeppesen ForeFlight, we know you want a rewarding career. To do that, you need challenging projects, a good work environment, and awesome coworkers. We believe in our employees, and we empower them to make a direct impact on our products and services messaging. We strive to provide our team and their loved ones with a world-class benefits experience, focused on supporting their physical, financial, and emotional wellbeing. Our benefits package includes but not limited to the following:
  • Medical, dental, vision insurance with Employer paid health premiums
  • Open PTO Policy
  • 401(k) with up to 10% company matching and immediate vesting
  • 12 Weeks Paid Maternity Leave
  • 12 Weeks Paid Paternity Leave
  • Flight Training Rewards

Pay is based upon candidate experience and qualifications, as well market and business considerations: Summary Pay Range: $171,000-$210,000
This position may be hired at the Manager or Director level, commensurate with experience. The listed compensation reflects the Director level and is subject to adjustment based on the selected level of hire.
Jeppesen ForeFlight - EOE including Disability/Vets | Pay Transparency | E-Verify Participant
#LI-REMOTE
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws.
For further information, please review the Know Your Rights notice from the Department of Labor.

Apply