Vice President Human Resources Jobs in Racine, WI

Job Description:

About Walbec Group

Walbec produces high-quality construction materials and delivers unparalleled professionaldesign,engineeringand construction services atits six companies, including Payne and Dolan, Northeast Asphalt, Zenith Tech, Parisi, Premier Concrete, and Construction Resources Management.Whether building bridges, stabilizing shorelines, rehabilitating structures, or providing site engineering and construction solutions for solar,Walbec is yourbridge toexpertisein construction and engineering.

With safety and ethics at the core of everything we do, our experienced professionals are hard at work on commercial and industrial sites throughout the Midwest.

The Position:

The HRIS Manager leads Walbec Group's HRIS team and runs the Workday platform day to day. The role is the Platform Administrator in Walbec's Workday Platform Governance Framework: it configures and administers the security model under standards owned by the SVP, Human Resources; approves day-to-day production change; owns the HR systems portfolio of Workday, CMiC, and the integrations between them; and leads the two analysts who configure and maintain the tenant. This is a working leadership role. The HRIS Manager is the senior configuration authority on the team - deep enough in Core HCM to build, review, test, and reject work - and is expected to be in the tenant, not only above it. Walbec's governance model is business-led and technically gated: HR functional leaders own policy and business process design, while this role and the analysts determine whether a design is feasible, compliant, and safe to deploy.

Key Responsibilities

Platform Administration & Governance

• Serve as Platform Administrator and approver for day-to-day production change. Security-model changes, cross-module changes, and any high-risk change this role authors are approved by the SVP, Human Resources.
• Enforce the sandbox-first protocol and the single intake front door across all requesters, and halt deployments that lack documentation, testing evidence, or downstream validation.
• Surface platform risk with a recommendation and a proposed mitigation; risk acceptance sits with the SVP, Human Resources.
• Sign off on both semi-annual Workday releases after SME release and regression testing, including impact assessment, go / no-go decisions, and post-release validation.
• Maintain governance documentation, the change log, and the configuration decision record to a standard that lets any qualified administrator pick up the tenant.

Hands-On Configuration

• Configure Workday directly - business processes, security, calculated fields, custom reports, and EIBs - as the senior configuration authority on the team.
• Carry configuration work personally during peak cycles, analyst absence, and critical incidents, under the same peer review and documentation standards required of every administrator.
• Review, test, and where warranted reject the work of the two analysts and the managed-services partners, with the technical depth to defend that judgment.
• Serve as design lead on new module deployments, with the implementation partner and the owning analyst delivering the build.

Security Configuration & Compliance

• Configure and administer the Workday security model - role architecture, security groups, domain policies, and role assignments - under the governance standards, naming conventions, and segregation-of-duties rules owned by the SVP, Human Resources.
• Recommend security framework changes and configure them once approved. Analysts configure security within their assigned modules; cross-module security changes come to this role.
• Run the access review cycle: monthly review of administrative activity and audit logs, quarterly review of security group and domain policy assignments, and annual recertification of administrator access. Report findings to the SVP, Human Resources.
• Ensure administrative actions remain traceable, reviewable, and retained in accordance with data retention and compliance standards.

Delivery, Roadmap & Change Management

• Maintain the HRIS backlog and delivery plan against the roadmap set by the SVP, Human Resources, sequenced around payroll cycles, Open Enrollment, and release windows.
• Own change management and communications for new modules and material configuration changes affecting employees, managers, and HR leaders.
• Lead cross-module, analytical, and strategic reporting, including workforce planning analytics and leadership dashboards.
• Own tenant-wide data integrity and data quality - quantify findings by category and owner, hold an agreed remediation plan, and partner with functional leaders, who are accountable for the accuracy of the data their teams enter and maintain.

Integrations & Payroll Interface Oversight

• Own oversight of the Workday-to-CMiC payroll interface, including monitoring, reconciliation, failed-record remediation, and escalation.
• Oversee the production integration portfolio, ensuring runbooks, monitoring, and error resolution standards are maintained.
• Coordinate with IT on integration infrastructure, connectivity, and identity, maintaining the documented boundary between HR-owned configuration and IT-owned infrastructure.
• Ensure integration and interface testing is completed and validated during each Workday release cycle.

Vendor, Partner & Consultant Management

• Manage scope, performance, and security posture for two managed-services partners - one supporting Workday functional work, one supporting integrations - in partnership with the SVP, Human Resources, who holds contract terms and vendor risk.
• Route and manage Tier 3 escalations to those partners, and direct, review, and validate partner-delivered work.
• Hold the day-to-day Workday relationship for releases, tenant support, and consultant engagements; relationship and roadmap matters escalate to the SVP, Human Resources.
• Lead external consultants and staff augmentation resources - setting scope, deliverables, sequencing, and quality standards - and onboard them to Walbec's governance standards, holding their work to the same sandbox-first, peer-review, and documentation requirements applied to internal staff.
• Manage consultant utilization and spend against scope, and escalate where a partner is not delivering.

Open Enrollment & Annual Cycle Delivery

• Own the Workday-side delivery plan for annual benefits Open Enrollment, integrating consultant staff augmentation, the Integrations, Payroll & Benefits Analyst, and the Total Rewards Manager into a single coordinated plan.
• Define roles, handoffs, and escalation paths between augmented resources and internal subject matter experts so that employees, managers, and HR staff experience one process rather than several.
• Oversee event build, configuration, user acceptance testing, cutover, carrier feed readiness, and post-enrollment reconciliation, with the Total Rewards Manager leading plan design and business sign-off.
• Operate a daily cadence and clear escalation path through the enrollment window, and ensure defects affecting pay or coverage are triaged immediately.
• Own the same coordination model for the annual compensation cycle and other recurring annual events.

Team Leadership & Development

• Directly manage the HRIS Business Analyst and the Integrations, Payroll & Benefits Analyst, including work assignment, prioritization, performance management, and career development.
• Reduce single-person knowledge concentration by establishing cross-training between the two analyst lanes and protecting that time against operational pull.
• Serve as tiebreaker where ownership between the two analysts is unclear, and jointly scope work that crosses their boundary.
• Build the team's capability to operate the governance framework so the platform does not depend on any single person.
• Coach the analysts technically as well as managerially - review their configuration, raise the standard, and grow Workday depth on the team.

Scope & Decision Authority

• Configures directly in Production as the senior configuration authority; routine module-level configuration and support is executed by the analysts.
• Approves day-to-day production change. Does not approve security-model changes, cross-module changes, or its own high-risk changes - those go to the SVP, Human Resources.
• Does not own the security model or the governance standards behind it; owns their configuration and administration.
• Does not own the platform roadmap or platform risk acceptance; recommends into both.
• Does not perform initial configuration build for new modules; that work is delivered by the implementation partner and the owning analyst, with this role as design lead.
• Is not the first point of contact for day-to-day operational issues or routine support tickets, which route from the HR Service Center and functional leaders to the analysts.
• Maintains the technical depth required to review, test, challenge, and reject the work of two analysts and two managed-services partners.

Qualifications

• Seven or more years of Workday experience, including at least one full deployment carried through go-live and into stabilization.
• Hands-on Workday configuration in a production tenant, with depth in Core HCM - business processes, security, calculated fields, custom reports, and EIBs. This role builds; it does not only direct.
• Experience operating a Workday tenant inside an organization, rather than exclusively implementation consulting.
• Direct people management of HRIS or technical analysts, including work assignment, performance management, and development.
• Hands-on Workday security administration in a production tenant, with the ability to design, configure, and defend a security model.
• Ownership of Workday release management, including impact assessment, regression testing, UAT coordination, and release sign-off.
• Integration oversight capability, with sufficient fluency in EIB, Core Connectors, and Studio to scope, direct, test, and reject partner work. Personally building Studio integrations is not required.
• Demonstrated ability to apply and enforce governance standards with functional leaders outside the direct reporting line.
• Experience directing external consultants and staff augmentation resources, including onboarding them to internal standards and holding them accountable to defined deliverables.
• Experience delivering annual benefits Open Enrollment in Workday, including event build, testing, cutover, carrier feed readiness, and post-enrollment reconciliation.
• Clear, plain communication with field-facing managers and executive leadership.

Preferred Qualifications

• Workday Pro certification in HCM, and in one or more additional modules.
• Working depth in at least two of: Absence, Benefits, Recruiting, Learning, Compensation.
• Experience with a Workday payroll interface to a third-party payroll or ERP system.
• Managed-services or vendor management experience against a defined scope of work.
• Construction, materials, manufacturing, transportation, or another field-heavy, multi-entity workforce.
• Union environment experience.
• Post-go-live stabilization experience specifically - stabilizing and cleaning up a live tenant rather than standing up a new one.
• Experience taking over a live tenant from a departing owner and establishing documented, independent operation.

The Benefits:

• Competitive compensation aligned with industry standards
• Employer PaidMedicalPlan with HRA contribution (eligibility requirements)
• Dental, Vision, andLifeInsurance
• Flex Spending Account (FSA)
• Employee Assistance Program (EAP)
• Company-paidshort and long-term disability coverage
• Paid parental leave
• Generous PTO and paid holidays
• Profit sharing
• Robust Walbec training and professional development program
• Ongoing career growth opportunities

We are an Equal Employment Opportunity (EEO) and Affirmative Action employer, and it is our practice toprovideequal employment opportunities to all qualified applicants. In addition, it is the policy of the Company tocomply withapplicable federal,stateand local laws governing nondiscrimination in employment in each locality in which the Company has employees. Women and minorities are encouraged to apply!