Project Manager

The Project Manager will drive planning, coordination, configuration, testing, and deployment, while ensuring alignment with business requirements and HR processes.

Job Summary:

The HRIS Project Manager is responsible for leading the end-to-end implementation of a Human Resources Information System (HRIS). This role serves as the primary liaison between HR, IT, external vendors, and other stakeholders to ensure the successful delivery of the system on time and within scope. The Project Manager will drive planning, coordination, configuration, testing, and deployment, while ensuring alignment with business requirements and HR processes. Strong project management skills, HRIS experience, and the ability to manage cross-functional teams are essential for success in this role.

Key Responsibilities will include:

• Lead and manage the full lifecycle of the HRIS implementation project, from planning through go-live and stabilization.
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• Collaborate with HR leaders and stakeholders to gather, define, and validate business requirements.
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• Develop detailed project plans, timelines, and resource allocations.
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• Coordinate with software vendor and technical teams for system configuration and data integration.
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• Oversee data migration, ensuring data accuracy, security, and integrity.
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• Lead system testing efforts including test planning, execution, and issue resolution.
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• Develop training materials and support HR in delivering user training.
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• Ensure proper documentation of project processes, configurations, and decisions.
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• Monitor project risks and issues, and implement mitigation strategies.
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• Report regularly to senior management on project status, milestones, and challenges.

Knowledge:

• Good understanding of HR processes and functions (e.g., recruitment, onboarding, performance management, compensation, benefits, payroll).
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• Sound knowledge of HRIS platforms
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• Familiarity with system implementation methodologies
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• Understanding of data privacy, security, and compliance standards
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• Knowledge of change management and organizational readiness principles.

Skills:

• Excellent project management skills, including planning, risk management, scheduling, and budgeting.
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• Strong communication and interpersonal skills to effectively engage stakeholders at all levels.
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• Analytical and problem-solving skills, especially in relation to system configuration and data migration.
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• Ability to lead cross-functional teams and coordinate efforts across departments and vendors.
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• Proficiency in tools such as Microsoft Project, Excel, PowerPoint, Visio, and collaboration tools like Jira, Confluence, or Smartsheet.

Experience:

• Proven experience managing full-cycle HRIS implementations o
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• Experience working with third-party vendors and managing vendor relationships.
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• Background in HR, IT, or a related field, with a solid grasp of how technology supports HR functions.
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• At least 2 years of project management experience, ideally with 1 years specifically in HRIS or HCM systems.
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• project management certification is often preferred.
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• Change management certification (e.g., Prosci) is a plus.

KPIs

1. Project Delivery Performance

• On-Time Delivery: % of project milestones completed on or ahead of schedule.
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• On-Budget Delivery: Variance between projected and actual project costs.
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• Scope Adherence: % of original project scope delivered without major changes or overruns.

2. System Implementation Quality

• System Uptime/Stability Post-Go-Live: % system availability during stabilization phase.
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• Number of Post-Go-Live Issues: Count or severity of defects reported within the first 30/60/90 days.
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• Data Accuracy Rate: % of successfully migrated records without errors.

3. Stakeholder Engagement & Satisfaction

• Stakeholder Satisfaction Score: Feedback from HR, IT, and business leaders on project communication and outcomes.
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• User Adoption Rate: % of users actively using the system within the first 60/90 days post-implementation.
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• Training Effectiveness: % of users reporting confidence and competence using the new system after training.

4. Change Management & Process Improvement

• Change Readiness Score: Measurement of organizational readiness before go-live (via surveys or assessments).
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• Process Efficiency Gains: Reduction in manual HR processes, processing time, or paper-based tasks.
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• System Utilization Rate: % of available system modules/features actively being used.

5. Compliance & Risk Mitigation

• Compliance Alignment: % of processes aligned with data protection, audit, and regulatory requirements.
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• Risk Issue Resolution Time: Average time to resolve high-priority implementation issues.