Human Resources Information Systems (HRIS) Manager

Join us and help make a difference! At Grey County we work together to deliver essential public services that meet the needs of our communities. Grey County isn’t just a great place to live; its also a great place to work!

We are proud to offer competitive wages and an attractive total compensation package. We support learning and continuous employee development, and champion career progression for our employees. We value work-life balance, so you can make the most of your career at Grey County, while making the most of your life in Grey County!

Applications will be accepted until the position is filled. 

Purpose

Reporting to the Director of Human Resources, the HRIS Manager is responsible for managing, maintaining, and optimizing the organization’s human resources information systems, with a primary focus on Dayforce. This role ensures data integrity, streamlines workflows, and implements system enhancements to support HR operations, reporting, and strategic decision-making.

The HRIS Manager works closely with HR, IT, and other departments to assess organizational needs and implement necessary system changes efficiently. As a hands-on contributor, they play a key role in optimizing the Dayforce system, overseeing system upgrades, and managing related technical projects.

The HRIS Manager serves as the system administrator, ensuring the integrity and reliability of the integrated HR system. They act as a technical point of contact for internal and external stakeholders, assisting subject matter experts with data integrity, system testing, SOP creation, report writing, and process improvement initiatives. The HRIS Manager also supervises the HRIS Clerk.

Responsibilities

• Leverage data effectively. Collect, clean, and analyze employee data, including demographics, recruitment, performance, engagement, retention, diversity, and compensation metrics. Perform advanced statistical analyses to identify trends, correlations, and predictive factors related to workforce dynamics. Develop, maintain, and deliver detailed reports, dashboards, and visualizations on HR metrics, providing actionable insights to senior stakeholders.
• Support strategic direction. Provide data-driven recommendations to support workforce planning, talent management, diversity, and inclusion initiatives. Collaborate with HR business partners and other departments to understand their analytical needs and deliver customized solutions. Identify and propose opportunities for improving HR processes and outcomes through data insights.
• Manage the HRIS. Responsible for the delivery of operational and technical support with day-to-day resolution and management of data within the Ceridian Dayforce human resource system. Routinely works with internal stakeholders to monitor and audit configuration and/or process changes within the system through regular data audits and trend analysis. Manage and maintain the administration of the HRIS (Dayforce), ensuring data integrity, security, and optimal performance. Lead efforts to configure, update, and optimize HR systems to meet evolving HR and business needs. Partner with IT and HR teams to integrate data from multiple sources and maintain a comprehensive data warehouse. Support and train staff on system features, reporting capabilities, and best practices. Collaborate with IT and vendors to troubleshoot and resolve HRIS-related issues.
• Create and adhere to best practices. Develop and implement data governance practices, ensuring the accuracy and consistency of HR data across systems. Implement data quality controls and audits to maintain high standards of data integrity within the HRIS. Support the development of standardized reporting and data definitions to ensure consistency in HR metrics.
• Focus on process improvement. Identify opportunities for process enhancements to streamline HR operations through a systematic approach. Implement changes with a strong emphasis on data quality and precision, developing and maintaining thorough documentation and standard operating procedures.
• Lead. Manage projects from planning through execution, ensuring alignment with County and HR objectives. Responsible for quality outcomes related to system upgrades and additional functionality. Ensure the complex inter-dependencies between internal and external systems are maintained. Collaborate with cross-functional teams, including HR, IT, finance, and internal departments, to deliver high-impact projects on time and within scope.

Working Conditions

Usual hours of work are based on a 35-hour week. Overtime is required to cope with deadlines, peak periods and unexpected situations that arise. Some unusual hours are required to align with regular working hours in other departments.

Work calls for travel between County sites for configuration of the HRIS system, troubleshooting, employee training, facilitation work, management/employee consulting, observation of other department operations, etc. Exposure to stressful situations relating to conflicting demands, deadline, priorities, sensitive and confidential situations.

Contacts
Internal Working Relationships
Establishes and maintains working relations with others in Human Resources Department, all employees, Supervisors, Department Heads, Chief Administrative Officer, and Councillors.

External Working Relationships
Establishes and maintains regular contact with agencies such as Dayforce internal teams, training institutions, consultants, Ontario Municipal Human Resources Association (OMHRA), Ministry of Labour, other municipalities, industry leaders, Labour Unions, Group Insurance carriers, potential applicants, and the public.

Knowledge and Skill

• Bachelor's degree in a related field or equivalent work experience. At least 5 years of experience directly related to the duties and responsibilities specified. Experience working within the Dayforce system is required.
• Extensive knowledge and sound understanding of human resources best practices and related legislation (e.g., Human Rights Code and Employment Standards Act).
• Excellent project/program management skills, including strong decision-making abilities and the ability to deal with ambiguity; must be able to conceive, direct and handle complex projects, manage cross-functional teams, and achieve deliverables within deadlines.
• Highly computer literate with demonstrated competence in HRIS/HCM, Workforce Analytics and Facilitation & Presentation applications and MSOffice suite of products, including Word, Excel, PowerPoint.
• Demonstrated knowledge and understanding of effective mass communication principles, processes, media, and techniques.
• Knowledge of current and emerging trends in technologies, techniques, issues, and approaches in area of expertise.
• Advanced analytical, evaluative, and objective critical thinking skills and the ability to effectively summarize and present information.
• Skill in organizing resources and establishing priorities.
• Skill in examining and re-engineering operations and procedures, formulating policy, and developing and implementing new strategies and procedures.
• Ability to develop, plan, and implement short- and long-range goals.
• Excellent written, oral, and electronic communication skills.
• Ability to make administrative/procedural decisions and judgments.
• Outstanding interpersonal skills and the ability to communicate and work effectively within employees across the organization.
• Ability to establish, develop, and implement processes and procedures that align County processes with industry standards and best practices.

Impact of Error

The position combines strict confidentiality with open and free communication of ideas, words, and data. Failure to meet both criteria would result in lost confidence and credibility, possible litigation, and unfavourable relations at the departmental and corporate level. The incumbent has constant access to extremely confidential information. Analysis provided must be accurate, as it is the basis for strategic decisions, with a financial impact.

Inaccurate or misunderstood actions relating to the HRIS could result in financial impacts, misuse of labour, poor labour relations and communication strategies with the long-range effect of overall engagement of employees, financial impacts, ineffective use of resources and litigation.

The implementation and maintenance of programs must be achieved, while conforming with all legislation to avoid litigation and/or fines. Errors in judgement, research and implementation could result in deterioration of Grey County’s employee base, and its ability to deliver quality services, and may result in potential legal liabilities.

Grey County is proud to be an equal opportunity employer, and promotes a culture of respect where all team members are valued for their unique talents, knowledge and lived experiences.

Accommodations are available for all parts of the recruitment process. Applicants are encouraged to outline accommodation needs when submitting their application. If alternate methods of application are required, candidates can email careers@grey.ca.

While we thank all candidates for their interest, only those selected for an interview will be contacted.

Any personal information submitted will be managed in accordance with the requirements of the Municipal Freedom of Information and Protection of Privacy Act, and will be used only to determine eligibility for employment.

Based on the nature of the position, pre-employment screening may be required including but not limited to; Criminal Record Searches, Financial Credit Inquiries; Educational and Credential Verification; Drivers Abstracts; Drug/Alcohol Testing; Pre-Medical Testing and Investigative Employment References.