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

In close collaboration with the Information Systems Department(ISD), he/she monitors the project management and its implementation. He is also in charge of informing the Human Resources department of the project’s progress through the framework meetings organized by the steering committee. Once the tool is developed, its role is to configure the system. The objective is to adapt the information system to the specificities of the service and to ensure its proper functioning through tests.

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 writing, he must also train the users involved in the new information system, as in the example of the payroll manager and his team.

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

Through 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 proceed to the corrections or optimization of 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 or she must possess, several are essential to the job:

• 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. Indeed, as his job is to act as a link between the HR department and the information systems department, he must succeed in carrying out the project while supervising the teams and prioritizing the requests.
• His work leads him to collaborate with different interlocutors, he must also have good interpersonal skills to be able to work in a team.
• Finally, his negotiating skills will allow him to manage priorities and negotiate with diplomacy if, for example, delivery deadlines are not met.

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

In terms of technical skills, knowledge of computer tools is essential to understand the challenges and deadlines of an application development. 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.

Moreover, to be an efficient and qualified HRIS project manager, it is 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.