HRIS Manager: what role in the evolution of HR Information Systems?

The main missions of the HRISmanager

Thanks to digital transformation, Human Resources can now manage their missions digitally. The HRIS then becomes accessible to all and evolves continuously according to the needs of the company and the appearance of new technologies or digital tools. In order for the HRIS to meet the expectations of users, the HRIS manager must identify and analyze the needs of the HR department in terms of IT tools. In this context, the functions of the HR Information Systems Manager are multiple:

It plays a key role in defining the needs

In fact, it formalizes the requests of the Human Resources Department. He/she prioritizes projects based on urgency and management decisions. For example, setting up HR tools such as payroll management is a priority compared to developing a leave request application. Each project must be framed, detailed and well explained in a set of specifications that the HR Information Systems manager must write himself.

He/she must manage the internal deployment

Working closely with the Information Systems Department (ISD), he oversees project management and implementation. He is also in charge of keeping the Human Resources department informed of the project’s progress, through scoping meetings organized by the steering committee. Once the tool is developed, its role is to configure the system. The aim is to adapt the information system to the specific needs of the service, and to ensure that it functions properly through testing.

The implementation of a new information system usually requires the creation of training materials to help users become familiar with the new application. In addition to drafting, he must also train the users concerned by the new information system, such as the payroll manager and his team.

He has a key role on the “run”, in the implementation of evolutions

Using dashboards, he will formalize and centralize all requests for evolution, technical failures or corrections to be made following user feedback. Then, it sends these dashboards to the information systems department or to the publisher itself. They then correct or optimize the system.

Lastly, it is his or her duty to keep abreast of technological innovations and to ensure the proper functioning of the HR Information System. He/she is the main contact for the HR team and must assist them as soon as a failure is detected. His role is to accompany users in the change of work tools, and to accompany the Human Resources department in its digital transformation strategy.

Skills and competencies of the HRISmanager

Among the professional skills he must possess, several are essential to his work:

First of all, as an HRIS project manager, he/she must have project management skills with excellent organizational skills. In addition to the project management itself, the HRIS project manager must be rigorous, lucid, have initiative and be able to withstand stress. As the link between the HR department and the information systems department, he or she has to manage the project successfully, while guiding the teams and prioritizing requests.

Their work requires them to collaborate with a wide range of people, and they need to have good interpersonal skills in order to work as part of a team.

Finally, his negotiating skills will enable him to manage priorities and negotiate diplomatically if, for example, delivery deadlines are not met.

These skills are essential for a company’s HRIS manager or HRIS consultant.

In terms of technical skills, knowledge of IT tools is essential for understanding the challenges and deadlines involved in developing an application. A perfect mastery of specific HR software, for example payroll management, is essential to ensure that the payroll rules are correctly parameterized, while taking into account the application laws.

In fact, to be an effective and qualified HRIS project manager, it’s essential to have a complete vision of Human Resources. It is necessary to understand the importance of skills management for a competitive company and to be able to create detailed and comparative dashboards to promote a fair and rigorous social management control. All the HR notions are essential to propose the software solution best adapted to the company’s needs in terms of social management and payroll.